Today's class raised good discussion on the questions we were answering as a group. There are a lot of things that can be overlooked during the interview process that if you wrote everything down for the next time, your interviews can last for a very long time. In other words, if you try to cover EVERY point that could potentially turn into an issue a few months down the road from hiring a person then you would have a lot of ground to cover. On the flip-side, if you are a good potential hire, you should automatically assume there will be additional activities that you should perform in order to make an impact and propel yourself above the rest. If you don't have this type of attitude and basically come in with the thought that you are only going to do what your contract says, it may be tough to get a good job!
October 25- I seems to me that a neutral reference should be a red flag to avoid an applicant. In this day and age, in this geographic area, there are likely enough applicants with good references that administrators do not need to take a chance on a neutral reference. If the best someone can come up with is "yes, he worked here", or "we seriously consider all applicants"- then that should be a signal that you don't want to hire this person. If hiring good people is the most important decision a principal makes, then this is where it starts. It is common sense. Anyone can fake it in an interview- previous job performance is more telling, in my opinion.
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