Job – High School Teachera. pre-employment tests· Aptitude test –This test would measurecritical thinking, problem solving, and the ability to learn and apply newinformation. It is important for teachers to be able to stay up to dateon what they are teaching their students. They also need to be able to figureout how to help students that aren’t understanding it the first time; figureout the best way to teach the subject to them (critical thinking and problemsolving).
To ensure test reliability and validity, the test would be givenonline (test-retest reliability), and the same exact one would be given again ata testing center (neutral ground) and would have a person (same trained personfor every test) observing the test takers to make sure there is no cheating. Thetest would be the same for every applicant, and the same person would score allthe tests. This test would have construct validity because it measures abstracttraits of an applicant. Anaptitude is not an observable behavior, but a concept created to explainpossible future behaviors. To show that this test is constructvalidated, 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 stillrelevant and recent) test done by a recruiting services company. · Personalitytest – This test would measure whether the candidate’s behavioral tendenciesare a good match for the job and the company culture (which would be school inthis case).
There are noright or wrong answers; it would measure the extent to which the candidatepossesses relatively permanent behavioral traits. It would focus on the “Big Five”traits which are agreeableness, conscientiousness, extraversion, openness (toexperience), and stress tolerance. It is important to fill teachingpositions with people who are comfortable teaching a wide range of studentsabout a given subject and who can stay calm when they are frustrated withstudents. The candidate also needs to be able to handle stress, be open to newways to teach the students, and be agreeable with the other teachers, parents,and students. To ensure test reliability and validity, the test would be givenonline (test-retest reliability), and the same exact one would be given again ata testing center (neutral ground) and would have a person (same trained personfor every test) observing the test takers to make sure there is no cheating. Thetest would be the same for every applicant, and the same person would score allthe tests. This test would have construct validity because it measures abstracttraits of an applicant.
Personality is qualitative and therefore difficult tomeasure. However, there are generally accepted standards for psychologicalinstruments such as the Myers-Briggs test. To show that this test is constructvalidated, 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 becauseit has been used by several other employers and is very reliable and valid.· Work sampletest – This test would allow the candidates to show their teaching skills off. Dependingon 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 highschool accounting teaching position, the candidate would be asked to teach howto calculate cost of goods sold to a group of students. This test would show ifthe candidate knows the subject and if they have the ability to do the job. Toensure test reliability and validity, this test would be given under the sameconditions for all candidates. The same group of students would be used, and allthe candidates would be asked to perform the same job-related task. There wouldbe a rubric provided to the students, so the candidates would be scored on thesame things. This test would have a high content validity because work samplesare a sample of the actual work performed on the job.· Simulation test– The interviewer would give the candidate a potential situation that mighthappen while on the job and ask them how they would handle it.
This would givethe interviewer an example of how the candidate would handle different situationson 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 givenunder the same conditions for all candidates. It would be given by the sameperson 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 contentvalidity because the simulation would be based off of what has actuallyhappened on the job.· Subjectknowledge test – This would measure whether the candidates know the subjectthat they would be teaching if they were hired. You could use a previous finalexam or have the other teachers that teach the same subject make up an exam.
Toensure test reliability and validity, the test would be given at a testingcenter (neutral ground) and would have a person (same trained person for everytest) observing the test takers to make sure there is no cheating. The testwould be the same for every applicant, and the same person would score all thetests. The test would have criterion-related validity.
I would use a previouslyvalidated test and its cut score to decide.b. structured or unstructured interviewI think a mixture of a structured interview,behavioral interview, a problem solving or case interview, and a panelinterview would be best for several reasons. One reason is because with astructured interview, you are less likely to ask a question that is illegal andit 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 acandidate handled a specific situation in the past to see how they might handlea similar situation in the future. That type of interview would also show whatexperiences the candidate has had that would help them in the job.
Anotherreason is because with a problem solving or case interview, you would be able tosee the candidate’s thought process. You could see if they have the ability tobreak a problem down and to think clearly under pressure. By doing a panelinterview made up of other teachers, the candidates could be asked questions bytheir potential coworkers and they could learn more about the job and theschool.
A combination of different styles of interviews help gather theinformation that is needed to make the right decision. c. interview questions examples· How have youused, or how will you use, technology in the classroom? – Teachers need toprovide other ways of teaching to students other than lectures. By asking thisquestion, you would learn whether or not they will provide other ways ofteaching, engage their students, and stay up to date.
· Why did youdecide to become a teacher? – By asking this question, you will be able to seeif the candidate is motivated and will stay motivated about the job. It willalso show whether the candidate will strive to be the best or just do theminimum requirements. · What would youdo, or have you done, to accommodate a student with an Individualized EducationPlan? – By asking this question, you will be able to tell if the candidate canalter his or her teaching strategy to fit the needs of students that requireextra help so that they can be successful just like every other student.d.
overall interview processI think it should be a multi-hurdle process. First,the candidates’ resumes need to be screened to see if they meet the minimumqualifications. Then, if the candidate’s resume is selected, he or she shouldhave an interview with the principal of the school. The principal would askquestions about the job and the talk about the company (school) culture. Then,if the principal believes the candidate is right for the job based onjob-related factors, the candidate should interview with a panel made up ofteachers that the candidate would be working with. The teachers could ask morespecific questions. e.
steps to eliminate bias· Educate and trainthe interviewers on interview bias so that they are aware of it and can minimizeit· Use a softwareprogram to screen resumes so that the interviewer hasn’t already created an image of the applicant beforeever meeting him or her· Give a worksample test so that the employer is judging the person based on his or her workinstead of his or her looks, gender, age, or personality· Have two interviewerswith different backgrounds in the room so that the candidate is beinginterviewed by two different perspectives· Have a rubric/checklistfor the job before the interview so that the interviewer knows exactly what heor she is looking for instead of just relying on his or her gut instincts