discusion board responses

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Compare your interview questions and insights gained with those of your classmatesMy original PostThe hiring process for different institutions follows a specific procedure that adheres to transparency and aims at hiring the most competent candidate. In the process of seeking to understand the hiring process of a superintendent, I interviewed the school board chairman on several areas in the hiring process.The Hiring ProcessOut of an interview with the school board chairman, I got a clear picture of the superintendent hiring process. As explained by the board chairman, a superintendent is the primary political figure within an institution. Therefore, hiring one requires a rigorous process that would enhance the recruitment of a competent candidate who would deliver the mandate of the position diligently. The interviewee noted that the hiring process follows the typical procedure proposed by Osmanov (2019), where the board identifies the need for hiring, develops a recruitment plan, advertise the position, and reviews applications. Thereafter, the hiring board shortlists qualified candidates then interviews to pick the most outstanding.During the interview, the board chairman stated the following questions are the most common in an interview:1.    Tell us more about yourself and passion?2.    Why are you interested in the job?3.    What are your strengths and weaknesses?4.    What do you anticipate within the next five years?The board chairman provided the rationale for each of these questions. The first question is meant to explore a candidate's potential, while the second question mainly aims at discussing the opportunities a candidate sees in a company or institution (Armstrong & Taylor, 2020). The third and fourth questions are meant to test honesty and ambitions, respectively. Hence, every question has a goal in an interview.In conclusion, the session with my interviewee was insightful. I learned the process of recruitment and got a chance to appreciate the rationale for common questions in an interview. Hence, given an opportunity as a candidate, I would tackle interview questions with the knowledge of what the interviewing panel is anticipating. compare to post 1:Gayla McKinneySep 1, 2020Sep 1 at 8:16pm            The School Board usually meets and articulates a general direction and priorities for the school district. The School Board may decide if there were unmet needs that the previous superintendent was unable to address that a new superintendent to heed. The district leaders usually decide what kind of superintendent they need to either continue the school system's process or move in a new direction (Burnette, D., II. ,2017). This information is critical to finding  a superintendent who is a good match for the board's vision. The School Boards assess and inventory the general assets of the school district and the community to sell to prospective candidates,  The School Board decides whether it prefers to use a search firm or a consultant to conduct the search, or whether it prefers to do the work itself. " Blessed are the peacemakers for they shall be called the children of God." (Matthew 5:9 KJV).            The School Board tries to reach some preliminary decisions about whether to hire an interim or acting superintendent if there is a lag time between permanent superintendents. The board will usually to decide whether an interim appointee will be eligible to apply for the permanent position. Some school boards name a committee of the board to oversee the search process. Most large city school systems use a search firm to conduct their superintendent searches because the process is time-consuming and complicated. "Thou saith he unto his disciples, The harvest truly is plenteous, but the labourers are few." (Matthew 9:37 KJV).            Some school boards decide not to use a search firm and conduct the search themselves.  The board designates one or two board members to develop the selection criteria and advertisements. as well as to handle the applications and vet the candidates(Kennedy, M. ,2018).  During an interview for a new superintendent, certain questions are asked,  The following are some questions that aspiring superintendents may face on job interviews, Some questions may seem simple on the surface such as "Tell me about yourself." Other interview questions are classic interview questions such as "What can you bring to the position?" Another interview question might be " What are your career goals as a school superintendent, and how will this role help you achieve your goals?" " I am the good  shepherd: the good shepherd giveth his life for the sheep." ( John 10:11 KJV).andcompare to post 2:Dana ForemanHiring Process: The hiring process begins by recognizing a need to appoint the next superintendent of schools.  Once the need has been identified, the district begins its recruitment.  Recruitment comprises planning how to advertise the new position, both internally and externally, qualifications for primary candidate selection, what the interview process will look like, and who will conduct interviews.  Interviews are typically in-person between the applicant and a panel created by the school board.  The panel consists of board members, staff, community members, and parents. Additional interviews may be necessary for more in-depth conversations that focus on a specific topic or aspect of the job, and board members conduct this interview. After conducting interviews, background, and reference checks, a candidate is identified, and an offer is extended.Interview questions:Tell us a little about yourself and why you feel your past experience has prepared you for this position? Describe a situation in the workplace that presented a challenge for you and explain how you overcame it? What was one of the most difficult-to-achieve, but gratifying milestones in your career? Do you have any questions?These specific questions were asked with the intent to gauge a candidates ability to fulfill the duties of the position against the skill set needed to accomplish the job effectively. These questions are useful in predicting if the candidate possesses the necessary knowledge, skills, and disposition because they demonstrate how a candidate resolves problems and how their experience and knowledge can be applied to possible future situations. Likewise, it offers a chance to learn how the candidate overcomes obstacles or adversity.  Furthermore, when asked if there are any questions, how the candidate responds indicate interest beyond the role and suggest greater readiness and leadership.The insight I gained through this interview was understanding that a comprehensive hiring practice is a needed component of organizational achievement.  Developing and executing a coherent hiring plan will help enhance the districts ability to ascertain the strongest candidate while also generating a well-defined understanding of the hiring practice in the event the district needs to improve. Additionally, hiring does not end once the candidate has been offered the position. The shift from the offer letter through the onboarding process and the early employment period is essential for long-term organizational improvement and the candidates success.

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