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PET Professional Employment Test

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PET exam Dumps Source : Professional Employment Test

Test Code : PET
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Q&A : 40 Real Questions

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HR Professional Employment Test

3 personality checks All HR professionals may still know about | Real Questions and Pass4sure dumps

personality tests and the Hiring method

based on a Forbes journal article published in 2013, as many as 118 individuals observe for each marketed position. if you're a busy recruiter tasked with finding the most advantageous candidate to fill one or more roles inside your enterprise, it really is lots of resumes to slog via. A well-designed personality look at various can aid to streamline the manner and confirm that the candidates you interview don't seem to be losing their time or yours. These tests encompass the Kolbe A Index, Caliper Profile, and Gallup StrengthFinder.

The intention of testing

besides the fact that children personality checking out has been round on account that the early a part of the twentieth century, it has become extra general in contemporary years due to the perceived benefit that enables hiring managers to weed out candidates that do not fit a certain mold.

One such enterprise, Amtrak, has used them to exquisite impact in streamlining the hiring manner. In 2015, the enterprise obtained 5,000 purposes for job openings, a bunch that definitely overwhelmed its hiring managers. Amtrak selected to require that applicants fill out personality tests prior to scheduling an interview. Of the initial functions, handiest 2,000 were discovered to be what they termed a ''amazing healthy,'' whereas a further 1,800 had been a reasonable healthy. trying out allowed the enterprise to get rid of heaps of applicants from initial consideration earlier than wasting time with interviews, a circulation that probably saved thousands of employee hours and tens of thousands of dollars.

Ideally, a character check will assist lead a potential business enterprise to the candidates that now not best meet a specific need within the enterprise but even have the right angle to fit in with the enterprise tradition. The State of California makes use of character trying out when hiring peace officers as a result of they think the appropriate checks can ''assist within the prediction of on-the-job performance throughout a wide selection of occupations.'' without these tests, it could take weeks to weed via functions and months after extending an offer before a firm realized it had made a nasty choice.

a brief search on-line will show a dozen or greater businesses promising to convey ''exquisite candidates'' using their proprietary testing or specialized algorithm. but do they definitely help? The answer to that is dependent upon what a corporation is trying to find from their personnel and how they might like to go about getting that information.

most advantageous choices

in line with funding news and different sources, there are a number of assessments, such as the DISC Profile, that help employers determine communique styles, but these personality tests could be the highest quality decisions:

  • Kolbe A Index - This tool helps people and companies determine how you can be more productive and how instinct affects work habits and responses to stimuli.
  • The Caliper Profile - This evaluation, which has been round for more than 50 years, measures a few personality qualities and links them to the important thing talents candidates should be beneficial in a given container.
  • Gallup StrengthFinder - Designed via the same firm answerable for these popularity polls, the Gallup test focuses on strengths instead of weaknesses like any other tests, permitting hiring departments to peer where candidates could advantage the company.
  • concerns and proposals

    When on account that the appropriate sort of check for any firm, Whitney Martin, a size strategist at ProActive Consulting in Louisville, KY, recommends that employers examine corporate and hiring goals and the preferred influence of the hunt, or classification of worker.

    ''If the intention is to in the reduction of turnover or absenteeism or drug use in the place of work, it truly is a very distinct technique than if you're a fitness care corporation trying to enhance patient satisfaction and attempting to measure empathy in nurses.'' understanding this in boost could make the testing greater accurate and more effective.

    When interviewed for the Society for Human aid management, Martin had a particular set of strategies for employers who are given that the use of a character examine to monitor candidates. The most suitable tests she says are these in order to deliver the strongest guidance and will:

  • Be objective when comparing like characteristics among candidates.
  • Have a confirmed heritage of precisely predicting job efficiency.
  • Measure character traits that continue to be regular and do not exchange quite simply over time.
  • Be designed to provide the same or the same outcome if the same candidate had been to take it once more.
  • Have an accuracy scale that permits the consumer to predict how well it is going to reflect a candidate's authentic character.
  • To investigate if a character test meets these standards, it's essential that the human substances manager cautiously review the documentation accompanying the testing substances to check how the questions have been formulated, what they have been designed to check for, and who the manage community turned into.

    pros and Cons of the usage of testing

    while disposing of bad applicants and streamlining the hiring process are obtrusive pros to the usage of personality exams, different benefits encompass the capacity of the test to:

  • examine how well a candidate will healthy into a company's lifestyle
  • demonstrate administration how choicest to preserve employees engaged and dealing to their full expertise
  • deliver a extra balanced method to examine candidates
  • reduce expensive hiring mistakes, saving a corporation time and funds
  • Of course, where there are professionals, there might also even be cons; as Concordia school aspects out, there can be some downsides to using a personality check to opt for your next wunderkind.

    for instance:

  • character checking out can take greater time than candidates are inclined to invest.
  • Administering character assessments can also be high priced, peculiarly if the skill pool is massive.
  • Poorly designed or projective personality checks can deliver dangerous or needless guidance.
  • Candidates can lie and ''online game'' the examine, presenting the answers they think are essential to comfy the job - even when they don't seem to be a pretty good healthy.
  • examine option Cautions

    In 2005, Annie Murphy Paul, a former editor at Psychology nowadays magazine, wrote the e-book on personality testing - literally. In her extent, The Cult of personality testing, How personality checks Are leading Us to Miseducate Our children, Mismanage Our companies, and Misunderstand Ourselves, she questions the validity of most tests used citing the complexity of the human character and noting that ''human beings are a long way too complex, too mysterious and too enjoyable to be described by the banal categories of personality assessments.'' in brief, these checks could be too simplistic and constrained to do employers any precise good.

    felony concerns

    there's additionally the query of legality to consider as H. Beau Baez, a former professor of legislation at the Charlotte school of law, mentioned in an article for the Cornell HR evaluation some years in the past. In his article, he cited a 2005 lawsuit in opposition t the hire-A-core organization as a result of their trying out questions. The plaintiff pointed out, and the courts agreed together with her, that the questions gave the impression to be geared to search for indications of mental affliction in place of suitability. The verbiage discovered inside the questionnaire violated check-takers rights under the americans with Disabilities Acts. based on Mr. Baez, the corporation's use of the Minnesota Multiphasic character stock changed into illegal ''since the check can exhibit intellectual disorder then it is going to be legally classified as a clinical examination.'' which hire-A-center became no longer qualified nor licensed to administer.

    In ultra-modern litigious society, or not it's basic that employers be sure they're following the law to the letter. a few elementary guidelines, reminiscent of these suggested via Forbes magazine, should retain employers out of quandary when choosing the proper look at various and preserve them out of the court docket:

  • gain knowledge of the do's and don'ts of place of work testing to your state.
  • seek advice from the business's prison department to be certain testing meets criminal parameters.
  • ensure that test effects alone don't seem to be used to disqualify any applicant.
  • character tests: just one a part of the system

    consultants agree that whereas character checking out may also be a positive a part of the hiring manner, it is only that: a part of the system. tests should be used together with a number of other supplemental assessments and thorough background screening methods to make certain that candidates chosen for interviews and eventual employment may have the choicest chance of adding cost to the enterprise's base line. by means of following those strategies carefully, groups will get the most from character testing, and the personnel they opt for may have more self belief they've chosen the correct profession.

    Employment and IT Certifications Examined at subsequent CompTIA IT knowledgeable Webinar | Real Questions and Pass4sure dumps

    because the demand for IT people continues to grow – there are upwards of 850,000 core IT job openings within the U.S. alone[1] – further and further employers are turning to certifications to assist identify the right candidates. The webinar will discover why certifications are gaining in magnitude with employers.

    Scheduled audio system encompass Angel Pineiro, senior vp, ASI gadget Integration, Inc.; Steven Gilman, senior systems engineer, SW@four safety; Patrick Lane, senior supervisor, product administration, CompTIA; and Amy Carrado, director, analysis and market intelligence, CompTIA.

    "HR experts accept as true with having IT job candidates with business certifications saves time and supplies in evaluating applicants, ensures a candidate's credibility and demonstrates that they've a baseline set of competencies," Carrado stated.

    She cited the March 2015 CompTIA study HR Perceptions of IT training and Certification, which published that two-thirds of HR executives surveyed stated IT certifications are very positive and 94 % expect the magnitude of IT certifications to develop over the subsequent two years.

    "once hired, certified IT experts get up to velocity greater straight away; are more likely to live with the organization long term; have a more robust likelihood of being promoted; and customarily operate enhanced than non-licensed IT staff," she added.

    Job Search assistance

    Webinar audio system will also answer some of the most general job search-connected questions requested by way of IT specialists, including:

  • What skills do I need to get an IT job?
  • what is going to get me observed through employers?
  • How do I get my résumé to face out from the group?
  • With more than two million certifications awarded, CompTIA is the leading issuer of dealer-neutral advantage certifications and training for the area's IT staff. CompTIA has four IT certification series that check distinct skills necessities, from entry-degree to skilled. talk over with to be trained greater.

    About CompTIAThe Computing know-how trade affiliation (CompTIA) is a non-earnings change association serving because the voice of the guidance technology trade. With approximately 2,000 member corporations, 3,000 tutorial and practicing partners and more than two million IT certifications issued, CompTIA is dedicated to advancing industry increase via educational programs, market analysis, networking events, knowledgeable certifications and public policy advocacy. To learn greater, visit CompTIA on-line, facebook, LinkedIn and Twitter.

    [1] Burning Glass applied sciences Labor Insights, April 2015

    brand -

    source CompTIA

    connected hyperlinks

    courtroom suggestions Pre-employment Drug tests not medical checks below the ADA | Real Questions and Pass4sure dumps

    A federal courtroom ruled that pre-employment drug screens for unlawful medicine don't constitute medical examinations under the americans with Disabilities Act (ADA).

    The U.S. District court docket for the Western District of Pennsylvania held on Sept. 15, 2015, in EEOC v. Grane Healthcare that the ADA’s prohibition on pre-offer medical displays doesn't consist of checking out for unlawful drugs.

    beneath Title I of the ADA, “any worker who is presently undertaking the unlawful use of medication” isn't considered “a qualified particular person with a incapacity” entitled to protection from discrimination. The statutory definition of the term “illegal use of drugs” excludes “the use of a drug taken below supervision by using an authorized health professional.”

    “A pre-offer drug examine may no longer be administered under the guise of trying out for illicit drug use when truly the outcomes are used to make employment decisions according to both criminal and unlawful drug use alike, “observed decide Kim Gibson.

    In different words, to ensure that a drug look at various to be regarded a medical examination below the ADA, a claimant ought to show that the drug check in question was not administered to examine the unlawful use of medication, and that the drug test did not, in fact, return a positive influence for the illegal use of medicine, referred to Kathryn Russo, a shareholder within the big apple, N.Y., workplace of Jackson Lewis and an authority on the legal considerations implicated in office drug and alcohol trying out. “in this case, the defendants offered credible testimony at trial to satisfy the courtroom that its best intent in performing pre-present drug trying out was to verify even if the candidates have been the usage of illicit medication,” she observed.

    Beth Lengle, vice chairman of nursing for the defendant Grane, oversaw the employment processing of the staff in question. She testified at trial that when an applicant confirmed effective for a controlled substance, she would move-check the high-quality effects for managed elements with the applicant’s record of medicinal drugs. It changed into simplest at this factor that she would find even if an applicant turned into taking a lawfully prescribed medication. The drug monitor itself did not reveal whether or now not an applicant became taking a lawfully prescribed treatment.

    while the Equal Employment chance fee argued that most of applicants had valid prescriptions for medicine, the courtroom discovered that Grane’s “protocol to administer drug screens after which, if a good unlawful drug became indicated, to determine the list of medicine for which the applicant had a legitimate prescription, is acceptable under the ADA.”

    Roy Maurer is an online editor/manager for SHRM. follow him @SHRMRoy

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    Don’t Forget to Review Duties Tests for Overtime Exemptions | real questions and Pass4sure dumps

    The Department of Labor (DOL) is expected to announce soon a new proposed salary threshold for the white-collar exemptions from overtime pay. But meeting the salary cutoff is just one requirement for classifying workers as exempt. Employers should also take the time to review workers' job duties to ensure they satisfy the applicable exemption's criteria.

    Under the Fair Labor Standards Act (FLSA), workers must be paid 1 1/2 times their regular rate of pay for all hours worked beyond 40 in a workweek unless they fall under an exemption. The most commonly used exemptions are the administrative, executive and professional, collectively called white-collar exemptions.

    To qualify for these exemptions, employees must be paid on a salary basis at least $23,660 annually (or $455 a week)—though the salary threshold is expected to increase. The DOL's new proposal is expected to be around $35,000, noted Josh Woodard, an attorney with Snell & Wilmer in Phoenix. 

    "Some employers are under the impression that if employees are paid a salary, then they are exempt from overtime," said Alfred Robinson Jr., an attorney with Ogletree Deakins in Washington, D.C., and a former acting administrator of the DOL's Wage and Hour Division.

    But there's more to the analysis. "Once an employer is confident that the employee meets the minimum salary threshold, then the employer should turn its attention to analyzing whether the employee's job duties fall within the classifications of the applicable exemption," said Anne Cherry Barnett, an attorney with Reed Smith in San Francisco.

    Currently, the duties test for the white-collar exemptions are not expected to change, she noted.

    Multiple Factors Evaluated

    "The duties tests are dependent on a variety of factors," said Tamara Devitt, an attorney with Haynes and Boone in Costa Mesa, Calif. Each of the three white-collar exemptions has slightly different criteria:

  • Executive exemption. The employee's primary duty must be managing the enterprise or a department or subdivision of the enterprise. The employee must customarily and regularly direct the work of at least two employees and have the authority to hire or fire workers (or the employee's suggestions and recommendations as to hiring, firing or changing the status of other employees must be given particular weight). 
  • Administrative exemption. The employee's primary duty must be performing office or nonmanual work that is directly related to the management or general business operations of the employer or the employer's customers. The employee's primary duty also must include the exercise of discretion and independent judgment with respect to matters of significance.
  • Professional exemption. The employee's primary duty must be to perform work requiring advanced knowledge in a field of science or learning that is customarily acquired by prolonged, specialized, intellectual instruction and study.
  • Of the three white-collar exemptions, the administrative exemption is the least straightforward and creates the most challenges for employers, Devitt said. "Employers can sometimes fail to recognize the complexities of the exemption analysis and do not undertake the careful review that should be done before classifying an employee as exempt."

    The most common misconception may be the required level of discretion and independent judgment on matters of significance necessary to qualify for the administrative exemption, Woodard said. Employers sometimes place too much emphasis on the salary threshold of the exemption, believing that the exemption is met if the employee is paid a salary and performs nonmanual, office work. "This can lead to the employee and/or the government challenging the FLSA classification," he said.

    "In general, the exercise of discretion and independent judgment involves the comparison and the evaluation of possible courses of conduct and acting or making a decision after the various possibilities have been considered," according to a DOL fact sheet.

    [SHRM members-only toolkit: Determining Overtime Eligibility in the United States]

    Highly compensated employees whose total compensation is at least $100,000 a year are exempt from the FLSA's overtime requirements if they meet a more "relaxed" duties test, as follows:

  • The employee's primary duty is office or nonmanual work.
  • The employee "customarily and regularly" performs at least one of the bona fide exempt duties of an executive, administrative or professional employee, as described in the regulations.
  • Compliance Tips

    The employer has the burden of demonstrating that the exemption applies, Devitt said. "So employers should be thoughtful and careful about classifying employees as exempt."

    Businesses should start by creating accurate job descriptions that are tailored to each position, she suggested. Then, employers should ensure that the job descriptions are kept up-to-date, and they should continually monitor jobs for any changes.

    "Employers would be well-served to carefully analyze each exempt position on an employee-by-employee basis," Woodard said.

    They should understand the work and duties performed by the employee whose job is being analyzed under the regulations, Robinson noted. The content or duties of the job—not the job title—are the key to determining the proper classification under the FLSA, he added.

    "Given the complexity of the analysis and the risk of getting it wrong, it is a good idea for employers to include a wage and hour lawyer in the analysis process," Devitt said.

    [Visit SHRM's resource page on FLSA exemption classification.]

    Rescission of Conditional At-Will Employment Offers are not Penalties under the MMMA | real questions and Pass4sure dumps

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    Response: 'Tips to Land Your First Teaching Job' | real questions and Pass4sure dumps

    (This is the second post in a four-part series. You can see Part One here.)

    The new question-of-the-week is:

    What are your suggestions for people applying for their first teaching job?

    Part One included recommendations from Valerie Ruckes, Sanée Bell, Dr. PJ Caposey, Candace Hines, Mary Cathryn D. Ricker, and Rinard Pugh. You can listen to a 10-minute conversation I had with Valerie, Sanée, PJ, and Candace on my BAM! Radio Show. You can also find a list of, and links to, previous shows here.

    Today's guests are Marquitta Mitchell, Luis Javier Pentón Herrera, Susan Lafond, Julia Thompson, Joe Mullikin, and Sean Ruday.

    Response From Marquitta Mitchell

    Marquitta Mitchell is a teacher-leader at West Mecklenburg High School in Charlotte, N.C., and she will be entering her 2nd year as a Hope Street Group fellow. She has two bachelor degrees from North Carolina State University and a master of arts in English from National University. She has been an educator in the Charlotte-Mecklenburg school district for 12 years:

    5 Tips to Land Your First Teaching Job

    You've submitted the application for your first teaching job and you're preparing for the interview! Be a standout with these four practical tips:

    #1 Lead with Passion

    While it may be cliché, it has to be true if you want a job teaching students. True passion results in a positive attitude, optimistic spirit, and persevering nature. Your interviewers will be looking to see if you're pumped about trying new things and tackling the challenges ahead of you. Make it obvious that your passion is in the right place. Talk about your methods for supporting students and keep the focus off of personal success. Refrain from discussing your desire to make money, secure employment, start fresh, or climb the professional ladder. While you may have aspirations of your own, your passion for education must shine through.

    #2 Make Time for Reflection

    As a new teacher, you will not do everything perfectly. Even veteran teachers make mistakes! You will have have dozens of students under your care, so you will have to maneuver carefully and learn as you go. The ability to self-reflect is a necessity for educators. At the end of my busy day, I sit at my desk and review every decision I made. What words of encouragement did I fail to say? Which students didn't get the support they needed? In interviews, my assistant principal often asks candidates about a time they received feedback and what they did in response. Just know that as a teacher, you won't always receive feedback or have someone to tell you what to say or do differently. Your interviewers will be looking to hire someone who can do that thinking for themselves and show up ready to do things better than they did the day before.

    #3 Dress the Part

    Far too many times, I have interviewed candidates and was immediately turned off by their appearance. You don't have to wear a three-piece suit to make a good impression, but your dress says so much about you before you even speak. A wrinkled outfit and messy appearance show that you may not pay attention to detail or time constraints. Dressing too casually, in leggings, shorts, or sweats tells people that you don't take this work seriously, which could cause an administrator to question your professionalism going forward. Finally, remember that you are working with students, so articles of clothing should be appropriate for the workplace—not too short or revealing. Teaching is a profession, so professional attire is a must!

    #4 Know the Students & the Data

    As a new teacher, you will want to get to know your students—their hobbies, pet peeves, and goals—but those won't tell you the full story. Educators also spend time looking at students' data to see what their test scores reveal about their knowledge, work ethic, and skills. Sometimes teachers can be too data-focused, only seeing the numbers instead of the students. Other teachers don't pay attention to the data at all—focusing only on their students' happiness. An effective teacher will try to find a balance between the two, and it will show in the classroom's culture. In your interview, provide specific procedures you will put in place, like having frequent, individualized data conversations with students to talk to them about their performance. Relate their test scores and the work you assign to their postsecondary goals. Help them figure out what they can do differently, and ask how you can help. As a teacher, it will be your job to nurture your students while helping them learn new things and reach new heights.



    Response From Luis Javier Pentón Herrera

    Luis Javier Pentón Herrera, Ph.D., is currently a high school English for Speakers of Other Languages (ESOL) teacher, and he is also an adjunct professor in TESOL, Spanish, writing, and education at different colleges and universities. He is serving on the Maryland Teachers of English for Speakers of Other Languages (MDTESOL) board of directors as its 1st vice president. His research focuses on bilingual education, Spanish, ESL/ESOL, literacy studies, and Hispanic pedagogues:

    Applying for your first teaching job can be a stressful and enigmatic process. There are many factors that you cannot control, such as the grade, content level, and even school where you will teach. To make this process easier, my five recommendations to consider when applying for your first year of teaching are:

  • Learn about the culture and leadership at that school/institution. The top/leadership impacts the daily modus operandi of the institution and is the one that directly shapes the school culture and motivation of teachers. Your first year of teaching will mark your career as an educator. Make sure you equip yourself with enough information about the school/institution you are applying to before you devote your first year of teaching to them. Remember that, for many new teachers, what they experience during their first year of teaching will decide whether or not they stay in the field.
  • If at all possible, substitute at that school/institution before applying. Substitute teachers have the opportunity to experience firsthand the reality of the school/institution. There is no better way to learn about student behavior, the administrators, teachers, and resources available in the school than substituting. If possible, substitute more than once to get an overall well-rounded experience of what to expect when working as a teacher for that school/institution. When substituting, ask students about how they feel in school and what they like the most about that particular institution; students often answer to these types of questions with candor.
  • The idea of networking is all about making connections and making you feel like you are not alone in the world during your first year of teaching. The truth is that your first year of teaching will be challenging because you are learning about your students, your institution, the curriculum, and how to better teach your classes. All of these experiences could prove to be alienating if you do not have anyone to reach out to inside and outside of your school. In your first year of teaching, network with colleagues, become involved in local/state organizations to meet people with your same interests, attend networking events, and build a web of collegial support to lift you up emotionally in your tough teaching days and guide you professionally when you need an academic advise.
  • Do not close the door to other opportunities too soon. During your first year of teaching, you will be more than likely very anxious to secure a job and/or teaching contract. The administrators interviewing you at different schools know this and, if they are very desperate to fill in teaching positions, they do their best to get you a contract from human resources as soon as possible. My recommendation is to stop yourself from jumping to the very first opportunity that comes to you; at least give yourself the chance of interviewing at two or three different institutions before you commit yourself to one school.
  • Even veteran teachers are all still learning. During your first year of teaching, there will be lots of information that you will have to learn (acronyms used in your school county, how to proctor standardized tests, Standard Learning Objectives, observations, etc.). All of this information can (and is!) truly overwhelming. My advice to you is to not worry. I continue to learn every year that even veteran teachers are still learning. Every year something changes or something new comes up. Just enjoy your new experiences and take them in for what they are, new knowledge; after all, we became educators to teach and continue learning.  
  • Similar to many educators, my first year of teaching was very challenging, and I almost changed careers because of that experience. However, if I would have read these five recommendations, I would have done things a little differently. It is my hope that, after reading my suggestions, you feel more prepared about your first year of teaching and what you should expect from it. Best of luck!



    Response From Susan Lafond

    Susan Lafond, a national-board-certified Teacher in English as a New Language (EAYA ENL), has 20 years of combined experience teaching ESL and foreign language. As an assistant in Educational Services with New York State United Teachers (NYSUT), she focuses on regulations and educational issues related to English-learners (ELs) and ENL/Bilingual programs, as well as creating and organizing professional development across the state on ELs. Susan has been serving on the AFT National English Language Learner Educator Cadre since 2004 and is an expert practitioner and adviser to Colorín Colorado:

    My advice for people applying to their first teaching job is to "get their ducks in order." This includes reviewing your resume and cover letter to eliminate any grammar and spelling errors. Your first impression is made on paper, and there are no do-overs! Ask multiple people to read them and give you feedback. A well-written resume or cover letter will increase your chance of getting past the door for a face-to-face interview.

    Another "duck" to address is to critically scrutinize your social-media footprint. What is out there on you on Instagram, Facebook, Twitter, etc. (e.g. pictures from parties, links, graphics, pages you Like or Follow, tweets) or that you are tagged in on other people's pages that could work against you? Check your privacy settings of who sees your posts and can share them and consider cleaning house by starting new accounts.

    Before the Interview

    If you have been asked to come in for an interview, there is still work to be done when it comes to preparing for this opportunity. Before you go, do some research on the district where you are applying. Use your networking skills to identify people who currently work there. Pick their brains, as they will have the true understanding of the district from the inside. Go on the district's website, find out what the district's initiatives are, and incorporate some of that phrasing in your responses to their questions.  

    Anticipate or ask others for potential questions you might be asked and carefully craft your responses. Again, ask for feedback from veteran teachers. You can expect the following topics to make an appearance one way or another:

  • Working on a team (may include co-teaching)
  • Instructional strategies
  • Knowledge of state and English-Language Proficiency standards
  • Testing students (familiarity with mandated process and exams, formative assessment)
  • Parent engagement and student advocacy
  • Challenges and strengths—Remember you want to sell yourself. Share what you have to offer, such as special skills or extracurricular activities you do after school.
  • During the Interview

    You will want to prepare your own questions ahead of time and bring them with you along with a copy of your resume, credentials/certification, references, and a notepad. Jot down notes at the interview. If anything, it gives you a chance to gather your thoughts and be deliberate and strategic with your response rather than speaking too quickly or ... um ... hesitating while ... uh ... you think. Answer questions honestly since you don't want to mislead interviewers. If you don't have certain knowledge, skills, or experience, let them know you would be eager to learn. We all know that an interview is stressful, so be positive and remember to smile!

    Questions you may want to ask at the interview:

  • "What will my teaching schedule look like?"
  • "What kinds of classes or periods will my schedule include?"
  • "Will I be working in multiple buildings?"
  • "What are the next steps after this interview, and when do you anticipate making your final decision for this position?"
  • After the Interview

    In order to not be forgotten and to leave a positive memory of you, send a thank-you note within two business days to the lead interviewer. Reiterate your interest in the position and working at that school. Now is the time to add anything you forgot to say due to nervousness.

    For more ideas, check out the article I wrote, How to Prepare for an ESL Job Interview.



    Response From Julia Thompson

    Julia Thompson is currently a teacher trainer for the Bureau of Research and Development. She is also the author of several books for teachers including The First-Year Teacher's Survival Guide, Fourth Edition. Thompson offers practical advice for teachers at her website,, her blog, www., and on Twitter @TeacherAdvice:

    Applying for a first teaching job is one of the most exciting and nerve-wracking events in any educator's professional life. Eager anticipation combined with the anxiety of wanting to perform well can prove daunting to even the most confident potential educator. With just a bit of effort and preparation, though, you can successfully manage this. Here are a few tips for making that memorable time of your life as productive and stress-free as possible.

  • Be flexible about your grade placement or the ability level of the students you would like to teach. Even though as a student-teacher you may have worked with only a certain grade level or type of student, be open-minded and willing to try other teaching positions if you are certified to do so. Few educators teach only one grade level or type of student during their careers. Be willing to explore new areas and let that willingness be evident during the interview.
  • Present yourself as a team player. Schools are communities within communities, and being able to work well with a diverse faculty and staff is a definite asset in today's education job market.
  • Dress professionally for the interview. Even if the other people present for the interview are in their Casual Friday attire, you show respect for the profession and for yourself when you dress up for an interview. Your effort to dress professionally will be noted favorably.
  • Be sure to be thoroughly prepared for the interview itself. There is a wealth of interview advice waiting for you online. Use a search term such as "interview questions for teachers" to see potential questions that you may be asked. Also, find out as much as you can about the school district and the specific school where you are applying so that your responses and reactions are insightful and knowledgeable.
  • Be prepared to let your strengths as an educator shine. While you may lack experience, you have appealing qualities such as enthusiasm, a sense of humor, being unafraid to ask for help, a willingness to work hard, and an enjoyment and appreciation of students. While you don't want to come across as arrogant, it is OK to let interviewers see that you have lots to offer in lieu of experience.
  • If you have been asked to submit a portfolio of your work, be sure that your portfolio presents you as a serious professional. The work should be well-organized, neat, and obviously of high quality. The same goes for any writing samples or other work that you may have to submit.
  • Have some questions prepared just in case you have a chance to ask them. Here is where the research you've done about the school or the district can help. Formulate questions that cover real concerns that you may have such as "Is the staff friendly to new teachers?" "What are the qualities of the best teachers in the school?" "What can I do to fit in and be an asset to the school right away?"
  • After the interview, be sure to write a thank-you note or email immediately. While it is tough to be the interviewee, it is also hard and time-consuming to be on an interview panel. A thank-you note is a courteous recognition of that effort by the people who interviewed you.
  • Finally, it's OK to be nervous. If you find yourself being very nervous, take three deep breaths right before the interview. Interviewers may not look favorably on candidates who are too cocky or sure of themselves, but they will be understanding of sincere candidates who are not as at ease. Being prepared by doing research in advance of the interview will go a long way to settling your anxiety.
  • Be-prepared-to-let-yourversiontwo.jpg


    Response From Joe Mullikin

    Joe Mullikin is an award-winning educator, consultant, and speaker. He currently serves as the principal at Highland Elementary School in northwest Illinois. You can find Joe on twitter as @joemullikin86:

    Chances are if you're looking for your first teaching job, you've already Googled the entire top 10 lists of things to do. As I sat down to write this, I actually thought about what my top 10 list might be, but as I thought about the feedback I've given to candidates over the past couple years, I came back to one thing. Stage the house.

    If you've tried to sell a house, bought a house, or watched HGTV lately, you know exactly what I am talking about. The likelihood of selling an empty house, no matter how nice it is, is lower than if you stage it. Simply put, people must be able to envision themselves living in, or in this case with, what it is that they are buying.

    Oftentimes when it comes to first interviews and first jobs, I find that aspiring educators come in with all of the "right" answers. They've been so entrenched in current research, best practice, and educational theory that there aren't many questions they don't have an answer to. The problem is that oftentimes they are selling an empty house. I've also read many of those books and know what the answer is, but the classroom isn't a textbook. Every year, every classroom is a new culture within itself. Each building has its own culture. Having all of the "right" answers oftentimes doesn't communicate what is most important.

    When you're applying and interviewing, it is important to stage the house. What will it be like to teach with you? How will you interact with students? What will you do to build relationships with staff? Much like selling a house, when you see furniture in the living room, it's a lot easier to picture where you will put yours. When you interview, it's important to bring that same mentality. For me there are a few key things to do to do this well.

  • Be yourself:At the end of the day, you should be looking for a school that you are a good fit for and a school that is a good fit for you. You have strengths, passions, and should have an individual vision for the future of education. Make sure that shines through and make sure that you will have the opportunity to grow that light wherever you're hired.
  • Do your homework:Staging the house is as much about providing examples as it is about knowing your market. Before you apply for a job and interview, you should do your homework. Learn what that district stands for. Does their mission align with yours? How will your strengths and passions support the demographic of students and families? How will your strengths support initiatives they've taken on? You wouldn't buy a house without learning about the neighborhood; do your homework.
  • Have specific examples:I can't stress this enough: Don't just answer questions with philosophy, answer them with specific examples. I didn't say they had to be your examples, though. Talk with veteran teachers, reflect on your student-teaching, and reflect on your clinical experiences and think of specific examples. Stage the house.
  • At the end of the day, people have to be able to picture you in the classroom in order to hire you. Providing specific examples of how you will act or behave, or have behaved, in situations allows this to happen. Articulate your strengths, passions, and vision for education. Having all of the "right" answers might not get you the job. Stage the house.


    Response From Sean Ruday

    Sean Ruday is an associate professor of English education at Longwood University and a former classroom teacher. He has written eight books on teaching, all published by Routledge Eye on Education, including The First-Year English Teacher's Guidebook: Strategies for Success, published in 2018. You can follow him on Twitter at @SeanRuday and find his professional website at

    As an educator of preservice teachers, I field a lot of questions from my students about getting a first teaching job. When preservice teachers ask me for advice about the job hunt, I emphasize the importance of ensuring that a particular school is the right fit for them. The most important part of the job-search process, I tell my students, is finding a school that aligns with your values as an educator and will give you the support you need to grow as a teacher. To achieve this goal, I recommend that prospective teachers ask themselves an important question: "What do I value as an educator, and how do those values align with this school's beliefs?"

    Different schools that preservice teachers interview with will have different values, missions, and instructional practices. Sometimes these are clearly stated on the school's website or can be easily discerned from an introductory conversation with an administrator, but at other times, they can be much subtler and best determined by interviewing with school staff, visiting the building, and observing classes. For example, if you value students having a great deal of choice in their work, ask about this topic in your interview and try to find examples of it in the school's instruction: Take a look at student work hanging on the bulletin board and consider if it contains evidence of choice in the students' assignments. Try to visit a class and look for additional evidence of this topic.

    Similarly, if you place a high priority on collaboration between teachers, look for evidence of this in the school: Ask if teachers of the same grade level and/or subject plan together, how the instructional decisions are made, and who makes those decisions. If you are interested in incorporating technology into your instruction, ask what kinds of technological resources the school has, how teachers typically use those resources to enhance student learning, and what kinds of professional development is offered to help teachers integrate technological into their teaching.

    It's tempting as a new teacher to take the first job offer you receive—the job hunt is stressful, and it's tempting to want to end the process as quickly as possible. However, looking carefully at how a school's values align with your own will go a long way toward your success and happiness in your new position, allowing you to thrive in your teaching career!


    Thanks to Marquitta, Luis, Susan, Julia, Joe, and Sean for their contributions.

    Please feel free to leave a comment with your reactions to the topic or directly to anything that has been said in this post.

    Consider contributing a question to be answered in a future post. You can send one to me at [email protected]. When you send it in, let me know if I can use your real name if it's selected or if you'd prefer remaining anonymous and have a pseudonym in mind.

    You can also contact me on Twitter at @Larryferlazzo.

    Education Week has published a collection of posts from this blog, along with new material, in an e-book form. It's titled Classroom Management Q&As: Expert Strategies for Teaching.

    Just a reminder;you can subscribe and receive updates from this blog via email or RSS Reader. And if you missed any of the highlights from the first seven years of this blog, you can see a categorized list below. The list doesn't include ones from this current year, but you can find those by clicking on the "answers"

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