Preschools - What should your interview process look like?

Finding the right educator for your childcare center or preschool can be time-consuming and a stressful process for everyone. We’ve been asked by directors in the past how they can best structure their interview process to make the best hiring choice for their schools. 

We recommend using these three steps for your interview process.  

1. Phone Screening. You can tell a lot by how someone picks up the phone, speaks over the phone, and the tone of their voice. If they sound professional over the phone, there’s a good chance that they are professional in a work setting. A phone interview should not last more than 10-15 minutes. The main purpose is to get a first impression of the candidate. Since it is informal, the interview can be a casual conversation asking the candidate to tell you about him/herself. 

2. In-Person “Fit Interview.” The second interview should be an in-person interview, when possible. If not, a video call would be best. This interview is much more formal, where you ask informational questions about the candidate and their experience in schools or childcare. Here you can tell a lot about the candidate if they show up on time and if they’re dressed appropriately, even if it's a video interview. During this interview, it is a good idea to give the candidate a tour of your facility. Tours give them an understanding of your facility and how it’s run. Remember, not only do they have to be a good fit for your school, but your school should be a good fit for them. 

3. Demo Lesson. If you’d like to proceed, the third interview should be a demo lesson in the classroom they are interviewing for. You should be specific when asking for a demo lesson. What kind of lesson are you looking for? Is it a read aloud, phonics lesson, gross/fine motor skills lesson, or other? During this time, you will be able to see how they interact with children, what their classroom management looks like, and how they structure a lesson. 

Lastly, many schools have adopted a written interview into their process. This is absolutely fine, as long as it is not on-the-spot. It can be extremely difficult and nerve-wracking when a candidate is asked to write a sample on the spot without first having time to prepare. If you decide to ask for a written sample, it’s best to give it before or after the in-person interview, with time for the candidate to plan, write, revise, and send it back to you. 

Interviewing isn’t easy for either the interviewer or interviewee. We hope that this can help you lay out your interview process to make it as efficient and smooth as possible. 

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