Clearinghouse on Educational Policy and Management College of Education · University of Oregon
	"Search Help" Note that this is a web site search and will not search our databases ("Directory of Organizations", "In-Process Abstracts", the ERIC Database, "Publications").	Trends and Issues: Instructional Personnel Abstracts Discussion References Resources Hiring In addition to difficulties in locating and identifying high-quality teachers, the hiring process can prove challenging as well. Trimble identifies two major obstacles administrators face in hiring the best applicants. First, the "pool may lack the two qualifications associated with high student achievement: full teaching certification and the equivalent of a major in the subject to be taught" (Trimble 2001). Second, "the applicant pool often lacks teachers who are experienced in classroom situations that require a range of instructional, managerial, cultural, ethical, and interpersonal skills, often in time-sensitive situations" (Trimble 2001). When faced with these challenges, Trimble suggests administrators develop skills to spot applicants’ potential. Accordingly, she recommends that administrators look for applicants who possess a strong work ethic, people skills, and communication skills (Trimble 2001). Protheroe, Lewis, and Paik (2002) suggest that principals and others involved in the hiring process familiarize themselves with research about effective teaching so "they will have a better idea of what they are looking for and interviews can focus on these critical factors" They recommend that districts examine their hiring process "to ensure that it helps, rather than hinders, efforts to hire well-qualified teachers" (Protheroe, Lewis, and Paik 2002). The "best hiring systems": Identify those attitudes, behaviors, and skills that characterize the kind of teachers most wanted in the classrooms. Screen for these characteristics at every stage of data collection and candidate evaluation. Validate the selection process to ensure that it predicts excellence in classroom and professional performance. Ensure that the hiring process complies with federal, state, and local laws. Eliminate unproductive paperwork so that the best candidates have confidence in the speed and skill of the system recruiting them. Automate the process whenever possible to reduce staff time spent on clerical tasks. Reserve labor-intensive personal evaluative techniques only for the most promising candidates. Provide prompt, accessible, and accurate information to candidates at all stages of the hiring process. Give decision-makers accurate and timely information about the overall process and its results. (Protheroe, Lewis, and Paik 2002)