Phone interview by Teacher ambassador

Purpose of Pre-Screening Interview Procedure

The procedure outlines the application, objective, and method of a “Pre-screening Interview” in an academic setting. It serves to assist both the higher education management team and career services department in effectively conducting pre-screening interviews to assess applicants’ qualifications prior to an extensive interview process. This ensures an efficient use of resources and only forwards eligible candidates to further interview stages.

Step 1: Understanding the purpose of pre-screening

A pre-screening interview is a conversation prior to a formal interview designed to analyze the basic qualifications of a candidate. It is a cost-effective method used by higher education institutions to determine whether an applicant possesses the required skills, experience, and interest without engaging in full-scale, time-consuming interviews.

Step 2: Planning the Pre-screening Interview

This involves outlining the objectives, key areas to be assessed, and questions to be asked during the pre-screening. During planning:

• Establish the components of the pre-screening exam:

  The questions to be asked during the pre-screening interview should be crafted in line with the job requirements, ensuring they correctly assess the candidate’s qualifications.

• Define the evaluation criteria:

  Define the benchmarks against which candidates’ responses will be evaluated. This should correlate with the candidate’s ability to meet the job requirements.

Step 3: Conducting the Pre-Screening Interview online.

After the planning stages, the pre-screening interview can be conducted. This interview can be via telephone or online meeting of max 15 minutes.

Industry Specific Questions

• Experience- Does the candidate have experience
• Education Does the candidate meet education requirements of the position?
• Do they show up on time for the interview
• If the candidate is not able to work in the shift or does not have the credentials end the interview.

General Questions

1. Skills and Qualifications:
   1. Are you able to work?
   2. When are you looking to start?
   3. Preferred work hours?
   4. What is your preferred age group?
   5. Experience in the industry?
   6. Do you have a CDA?
   7. Have you completed the 45 Hour training?
   8. What are the hours you are looking to work? Shifts?
   9. Is the candidate on time?

Step 4: Evaluating the Candidate’s Responses

Assess the candidate’s responses against the established criteria for the role. Consider their fit within the educational institution’s culture and values.

Step 5: Documenting and Communicating the Results

Record the interview outcomes and, if appropriate, advance the candidate to the next stage of the hiring process or provide a courteous rejection.

Detailed Examination

Step 1: Preparing the Interview Guide

Begin by reviewing the job description and identify key qualifications, skills, and attributes required for success in the educational role. Construct an interview guide that includes:

1.1. Develop Criteria

• Educational requirements
• Prior experience in education or related fields
• Compulsory certifications (e.g. Teaching License)
• Personal and professional competencies

1.2. Frame Open-Ended Questions

• Questions that encourage candidates to speak about their professional journey and relevant experiences
• Scenarios to assess behavior and decision-making in an educational context

Step 2: Initiating the Phone Call

Contact the candidate to schedule the phone interview. Allow for flexibility in timing to accommodate their schedule.

2.1. Prior Notification

• Send a calendar invite with the scheduled time and expected duration of the call
• Provide a brief outline of the topics to be discussed

2.2. Technical Setup

• Ensure a noise-free environment
• Test the phone equipment before the call

Step 3: Conducting the Interview

Introduce yourself and the institution. Set a respectful and professional tone for the conversation. Stick to the structured guide while allowing for natural dialogue flow.

3.1. Questioning Techniques

• Use open-ended questions to gauge depth of knowledge and communication skills
• Ask situational questions to understand the candidate’s approach to typical challenges in education

3.2. Active Listening

• Give the candidate uninterrupted time to respond
• Take notes for future reference and decision-making

Step 4: Evaluating the Candidate’s Responses

Reflection on the candidate’s alignment with the role’s requirements and the institution’s ethos. Consider factors such as the depth of responses, confidence, and enthusiasm for the role.

4.1. Scoring System