We interviewed teachers for an open position that we had in the Math department. The situation was that a math teacher that we currently employed was awarded another position in their home state and we would let them out of their contract if a replacement was found. We interviewed three people after receiving twenty five applications.
We had the math department as a part of the interview committee along with both principals. We had a very relaxed atmosphere and we allowed for the math team to conduct the interview. In the end, there was a split decision. The principal and I were decided on one candidate that was totally certified and experienced while the department was sold on a young candidate that was uncertified but showed a lot of promise. In the end, the principal made the call and explained the reason for her decision to the interview committee and they understood, but still thought that the unqualified person showed great promise.
The principal is held responsible for every hire and dismissal at their school. Using a committee to hire a position gives good insight to your teachers on the process as well as different ideas on how a candidate did in their interview. In this case, the principal had to explain the process she would have had to go through to hire an unqualified person and then sending out a letter to the parents about her hire. Then coupled with the fact that this hire is coming at the holiday break would be too many chances to take on an unqualified inexperienced teacher.
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