Job to teach the subject to them (critical

Job – High School Teacher

a. pre-employment tests

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·      Aptitude test –
This test would measure
critical thinking, problem solving, and the ability to learn and apply new
information. It is important for teachers to be able to stay up to date
on what they are teaching their students. They also need to be able to figure
out how to help students that aren’t understanding it the first time; figure
out the best way to teach the subject to them (critical thinking and problem
solving). To ensure test reliability and validity, the test would be given
online (test-retest reliability), and the same exact one would be given again at
a testing center (neutral ground) and would have a person (same trained person
for every test) observing the test takers to make sure there is no cheating. The
test would be the same for every applicant, and the same person would score all
the tests. This test would have construct validity because it measures abstract
traits of an applicant. An
aptitude is not an observable behavior, but a concept created to explain
possible future behaviors. To show that this test is construct
validated, you would measure the desired trait(s) and that the trait(s)
corresponded to success on the job. You could use a previously made (but still
relevant and recent) test done by a recruiting services company.

·      Personality
test – This test would measure whether the candidate’s behavioral tendencies
are a good match for the job and the company culture (which would be school in
this case). There are no
right or wrong answers; it would measure the extent to which the candidate
possesses relatively permanent behavioral traits. It would focus on the “Big Five”
traits which are agreeableness, conscientiousness, extraversion, openness (to
experience), and stress tolerance. It is important to fill teaching
positions with people who are comfortable teaching a wide range of students
about a given subject and who can stay calm when they are frustrated with
students. The candidate also needs to be able to handle stress, be open to new
ways to teach the students, and be agreeable with the other teachers, parents,
and students. To ensure test reliability and validity, the test would be given
online (test-retest reliability), and the same exact one would be given again at
a testing center (neutral ground) and would have a person (same trained person
for every test) observing the test takers to make sure there is no cheating. The
test would be the same for every applicant, and the same person would score all
the tests. This test would have construct validity because it measures abstract
traits of an applicant. Personality is qualitative and therefore difficult to
measure. However, there are generally accepted standards for psychological
instruments such as the Myers-Briggs test. To show that this test is construct
validated, you would measure the desired trait(s) and that the trait(s)
corresponded to success on the job. I would use the Myers-Briggs test because
it has been used by several other employers and is very reliable and valid.

·      Work sample
test – This test would allow the candidates to show their teaching skills off. Depending
on the subject being taught (math, science, art, etc.) for the open position,
each candidate would be told to perform a job-related task. For example, for a high
school accounting teaching position, the candidate would be asked to teach how
to calculate cost of goods sold to a group of students. This test would show if
the candidate knows the subject and if they have the ability to do the job. To
ensure test reliability and validity, this test would be given under the same
conditions for all candidates. The same group of students would be used, and all
the candidates would be asked to perform the same job-related task. There would
be a rubric provided to the students, so the candidates would be scored on the
same things. This test would have a high content validity because work samples
are a sample of the actual work performed on the job.

·      Simulation test
– The interviewer would give the candidate a potential situation that might
happen while on the job and ask them how they would handle it. This would give
the interviewer an example of how the candidate would handle different situations
on the job. It would show them whether they would fit the job and the company
(school). To ensure test reliability and validity, this test would be given
under the same conditions for all candidates. It would be given by the same
person during each candidate’s interview and would be scored by that same person by using a rubric/checklist.
It would be the same simulation for every candidate. This test would have content
validity because the simulation would be based off of what has actually
happened on the job.

·      Subject
knowledge test – This would measure whether the candidates know the subject
that they would be teaching if they were hired. You could use a previous final
exam or have the other teachers that teach the same subject make up an exam. To
ensure test reliability and validity, the test would be given at a testing
center (neutral ground) and would have a person (same trained person for every
test) observing the test takers to make sure there is no cheating. The test
would be the same for every applicant, and the same person would score all the
tests. The test would have criterion-related validity. I would use a previously
validated test and its cut score to decide.

b. structured or unstructured interview

I think a mixture of a structured interview,
behavioral interview, a problem solving or case interview, and a panel
interview would be best for several reasons. One reason is because with a
structured interview, you are less likely to ask a question that is illegal and
it would be easier to compare it to other interviews for the same position.
Another reason is because with a behavioral interview, you can see how a
candidate handled a specific situation in the past to see how they might handle
a similar situation in the future. That type of interview would also show what
experiences the candidate has had that would help them in the job. Another
reason is because with a problem solving or case interview, you would be able to
see the candidate’s thought process. You could see if they have the ability to
break a problem down and to think clearly under pressure. By doing a panel
interview made up of other teachers, the candidates could be asked questions by
their potential coworkers and they could learn more about the job and the
school. A combination of different styles of interviews help gather the
information that is needed to make the right decision.

c. interview questions examples

·      How have you
used, or how will you use, technology in the classroom? – Teachers need to
provide other ways of teaching to students other than lectures. By asking this
question, you would learn whether or not they will provide other ways of
teaching, engage their students, and stay up to date.

·      Why did you
decide to become a teacher? – By asking this question, you will be able to see
if the candidate is motivated and will stay motivated about the job. It will
also show whether the candidate will strive to be the best or just do the
minimum requirements.

·      What would you
do, or have you done, to accommodate a student with an Individualized Education
Plan? – By asking this question, you will be able to tell if the candidate can
alter his or her teaching strategy to fit the needs of students that require
extra help so that they can be successful just like every other student.

d. overall interview process

I think it should be a multi-hurdle process. First,
the candidates’ resumes need to be screened to see if they meet the minimum
qualifications. Then, if the candidate’s resume is selected, he or she should
have an interview with the principal of the school. The principal would ask
questions about the job and the talk about the company (school) culture. Then,
if the principal believes the candidate is right for the job based on
job-related factors, the candidate should interview with a panel made up of
teachers that the candidate would be working with. The teachers could ask more
specific questions.

e. steps to eliminate bias

·      Educate and train
the interviewers on interview bias so that they are aware of it and can minimize
it

·      Use a software
program to screen resumes so that the interviewer hasn’t already created an image of the applicant before
ever meeting him or her

·      Give a work
sample test so that the employer is judging the person based on his or her work
instead of his or her looks, gender, age, or personality

·      Have two interviewers
with different backgrounds in the room so that the candidate is being
interviewed by two different perspectives

·      Have a rubric/checklist
for the job before the interview so that the interviewer knows exactly what he
or she is looking for instead of just relying on his or her gut instincts

Job – High School Teacher

a. pre-employment tests

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For You For Only $13.90/page!


order now

·      Aptitude test –
This test would measure
critical thinking, problem solving, and the ability to learn and apply new
information. It is important for teachers to be able to stay up to date
on what they are teaching their students. They also need to be able to figure
out how to help students that aren’t understanding it the first time; figure
out the best way to teach the subject to them (critical thinking and problem
solving). To ensure test reliability and validity, the test would be given
online (test-retest reliability), and the same exact one would be given again at
a testing center (neutral ground) and would have a person (same trained person
for every test) observing the test takers to make sure there is no cheating. The
test would be the same for every applicant, and the same person would score all
the tests. This test would have construct validity because it measures abstract
traits of an applicant. An
aptitude is not an observable behavior, but a concept created to explain
possible future behaviors. To show that this test is construct
validated, you would measure the desired trait(s) and that the trait(s)
corresponded to success on the job. You could use a previously made (but still
relevant and recent) test done by a recruiting services company.

·      Personality
test – This test would measure whether the candidate’s behavioral tendencies
are a good match for the job and the company culture (which would be school in
this case). There are no
right or wrong answers; it would measure the extent to which the candidate
possesses relatively permanent behavioral traits. It would focus on the “Big Five”
traits which are agreeableness, conscientiousness, extraversion, openness (to
experience), and stress tolerance. It is important to fill teaching
positions with people who are comfortable teaching a wide range of students
about a given subject and who can stay calm when they are frustrated with
students. The candidate also needs to be able to handle stress, be open to new
ways to teach the students, and be agreeable with the other teachers, parents,
and students. To ensure test reliability and validity, the test would be given
online (test-retest reliability), and the same exact one would be given again at
a testing center (neutral ground) and would have a person (same trained person
for every test) observing the test takers to make sure there is no cheating. The
test would be the same for every applicant, and the same person would score all
the tests. This test would have construct validity because it measures abstract
traits of an applicant. Personality is qualitative and therefore difficult to
measure. However, there are generally accepted standards for psychological
instruments such as the Myers-Briggs test. To show that this test is construct
validated, you would measure the desired trait(s) and that the trait(s)
corresponded to success on the job. I would use the Myers-Briggs test because
it has been used by several other employers and is very reliable and valid.

·      Work sample
test – This test would allow the candidates to show their teaching skills off. Depending
on the subject being taught (math, science, art, etc.) for the open position,
each candidate would be told to perform a job-related task. For example, for a high
school accounting teaching position, the candidate would be asked to teach how
to calculate cost of goods sold to a group of students. This test would show if
the candidate knows the subject and if they have the ability to do the job. To
ensure test reliability and validity, this test would be given under the same
conditions for all candidates. The same group of students would be used, and all
the candidates would be asked to perform the same job-related task. There would
be a rubric provided to the students, so the candidates would be scored on the
same things. This test would have a high content validity because work samples
are a sample of the actual work performed on the job.

·      Simulation test
– The interviewer would give the candidate a potential situation that might
happen while on the job and ask them how they would handle it. This would give
the interviewer an example of how the candidate would handle different situations
on the job. It would show them whether they would fit the job and the company
(school). To ensure test reliability and validity, this test would be given
under the same conditions for all candidates. It would be given by the same
person during each candidate’s interview and would be scored by that same person by using a rubric/checklist.
It would be the same simulation for every candidate. This test would have content
validity because the simulation would be based off of what has actually
happened on the job.

·      Subject
knowledge test – This would measure whether the candidates know the subject
that they would be teaching if they were hired. You could use a previous final
exam or have the other teachers that teach the same subject make up an exam. To
ensure test reliability and validity, the test would be given at a testing
center (neutral ground) and would have a person (same trained person for every
test) observing the test takers to make sure there is no cheating. The test
would be the same for every applicant, and the same person would score all the
tests. The test would have criterion-related validity. I would use a previously
validated test and its cut score to decide.

b. structured or unstructured interview

I think a mixture of a structured interview,
behavioral interview, a problem solving or case interview, and a panel
interview would be best for several reasons. One reason is because with a
structured interview, you are less likely to ask a question that is illegal and
it would be easier to compare it to other interviews for the same position.
Another reason is because with a behavioral interview, you can see how a
candidate handled a specific situation in the past to see how they might handle
a similar situation in the future. That type of interview would also show what
experiences the candidate has had that would help them in the job. Another
reason is because with a problem solving or case interview, you would be able to
see the candidate’s thought process. You could see if they have the ability to
break a problem down and to think clearly under pressure. By doing a panel
interview made up of other teachers, the candidates could be asked questions by
their potential coworkers and they could learn more about the job and the
school. A combination of different styles of interviews help gather the
information that is needed to make the right decision.

c. interview questions examples

·      How have you
used, or how will you use, technology in the classroom? – Teachers need to
provide other ways of teaching to students other than lectures. By asking this
question, you would learn whether or not they will provide other ways of
teaching, engage their students, and stay up to date.

·      Why did you
decide to become a teacher? – By asking this question, you will be able to see
if the candidate is motivated and will stay motivated about the job. It will
also show whether the candidate will strive to be the best or just do the
minimum requirements.

·      What would you
do, or have you done, to accommodate a student with an Individualized Education
Plan? – By asking this question, you will be able to tell if the candidate can
alter his or her teaching strategy to fit the needs of students that require
extra help so that they can be successful just like every other student.

d. overall interview process

I think it should be a multi-hurdle process. First,
the candidates’ resumes need to be screened to see if they meet the minimum
qualifications. Then, if the candidate’s resume is selected, he or she should
have an interview with the principal of the school. The principal would ask
questions about the job and the talk about the company (school) culture. Then,
if the principal believes the candidate is right for the job based on
job-related factors, the candidate should interview with a panel made up of
teachers that the candidate would be working with. The teachers could ask more
specific questions.

e. steps to eliminate bias

·      Educate and train
the interviewers on interview bias so that they are aware of it and can minimize
it

·      Use a software
program to screen resumes so that the interviewer hasn’t already created an image of the applicant before
ever meeting him or her

·      Give a work
sample test so that the employer is judging the person based on his or her work
instead of his or her looks, gender, age, or personality

·      Have two interviewers
with different backgrounds in the room so that the candidate is being
interviewed by two different perspectives

·      Have a rubric/checklist
for the job before the interview so that the interviewer knows exactly what he
or she is looking for instead of just relying on his or her gut instincts

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