Proposing a comprehensive model for identifying teaching candidates (original) (raw)
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Some Insights into the Approaches to Selecting Potential Candidates to Become Student Teacher
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The present paper focuses on the discussion of a set of data resulted from a research carried out by The European Network on Teacher Education Policies (ENTEP) on the subject of teacher recruitment. The survey covered the policies aimed at attracting new teachers to join the profession, and the means used to select suitable people to train to be teachers. The answers are still to be summarized in an overview report, with individual country annexes, to be published on the ENTEP website. The area we refer to in the article is that of Approaches to selecting potential candidates to become student teachers.
Teacher Selection in the Public Sector: Challenges, Pitfalls and Opportunities
International Journal of Research and Scientific Innovation
Studies by various scholars have revealed that in addition to formal qualifications, effective teachers possess a certain set of skills, characteristics, values and beliefs. However, there exists a gap in literature to determine how these qualities can be identified during the teacher selection process. This study was undertaken to identify the challenges and pitfalls that arise teacher selection based on paper evidence. The study aimed at building on existing literature by identifying opportunities for improving teacher selection by exploring tools that can best identify qualities of effective teachers. The focus was teacher selection in the Ministry of General Education. A qualitative method of investigation was employed and utilised interview guides to get in-depth insight into the challenges faced when conducting teacher selection. The study revealed that the current teacher selection process is not adequate in identifying the qualities effective teachers should possess. Despite these challenges and the inadequacy of the current teacher selection process, opportunities exist for improving teacher such as the use of aptitude tests and interviews in addition to the existing use of paper evidence. From this study it was concluded that not much emphasis is attached to selecting effective teachers because teacher selection is viewed more as being necessary in filling vacancies without realising the impact that teachers have on student performance. The study recommends increased funding for building capacities to incorporate selection tools such as aptitude tests and interviews, greater coordination between the MoGE and the TSC in providing teacher statistics to ensure that teacher recruitment advertisements clearly specify the teachers that are required as well as coordination between the TSC and teacher training institutions to address the mismatch between teacher supply and demand.
A Hybridized Competency-Based Teacher Candidate Selection System
2013
Teachers form the backbone of any educational system, hence selecting qualified candidates is very crucial. In Malaysia, the decision making in the selection process involves a few stages: Initial filtering through academic achievement, taking entry examination and going through an interview session. The last stage is the most challenging since it highly depends on human judgment. Therefore, this study sought to identify the selection criteria for teacher candidates that form the basis for an efficient multi-criteria teacher-candidate selection model for that last stage. The relevant criteria were determined from the literature and also based on expert input that is those who were involved in interviewing teacher candidates from a public university offering the formal training program. There are three main competency criteria that were identified which are content of knowledge, communication skills and personality. Further, each main criterion was divided into a few subcriteria. The...
2016
Interview: A Model for Future Research ” suggested that psychological influences can bias the interview process. According to the authors, research suggests that variables such as attractiveness, likeability, expertness, and similarity can influence interviewers ’ perceptions of prospective employees and applicants’ perceptions of the interviewer and the job itself. The article notes that interviews, not paper qualifications, have been rated as the most important criteria in making hiring decisions; therefore education administrators need to be aware of these issues to ensure that the selection process is not biased by psychological influences. The authors suggest that in certain professions such as teaching and nursing where the ratio of candidates to jobs is very low, selection processes may deviate from the norm and be subject to contextual influences (interview structure, interview format and the influence of local and federal policies on interview outcomes) as well as psycholog...
Prioritization of Criteria in Teacher-Candidate Selection Process by a Pairwise Comparison Method
2012
Teacher quality is the most important single variable in students’ learning process. As the country is moving towards a knowledge-based society, selecting qualified teachers to enter the training programs is very crucial. This paper reviews and identifies the criteria used in the teacher-candidate selection process. A group of experts which consists of those who have experience in conducting the related interviews was asked to give opinions and to judge the criteria and the sub-criteria according to their importance. A multi-criteria method, Analytic Hierarchy Process (AHP) is used to analyze the judgments. Generally, the results of the analysis show that ‘communication skills’ and ‘personality’ as the most and second most important criteria respectively, followed by ‘content of knowledge’ as in the third position. The analysis of the importance of the sub-criteria of these three main criteria is also included.
2014
A perennial problem of preservice teacher education programs is to select the highest quality candidates and to deny admission to those unsuited to work in schools. In addition, for programs having more applicants than available openings, the professional gate-keeping task presents an opportunity to support high teacher quality. For these admission judgments most current teacher training program admissions rely upon completion of required courses, minimal academic achieve-ment (GPA), letters of recommendation, and interviews. However, because of the lack of definitive agreement in the literature about how to select the best teacher candidates, there is a need to continue the search for most effective admis-sion selection procedures. The purpose of this study was to validate and refine a complex competitive admissions procedure for a graduate preservice teacher education program. Spe-cific tasks included estimating reliability of compo-nents (e.g., ratings of recommendations and pers...
Effective Teacher Selection: From Recruitment to Retention
1987
Case studies were conducted in six school districts nationwide to examine teacher selection in terms of policy and organizational context, organizational characteristics, selection processes, and effects. Interviews were conducted in each district with directors of personnel, superintendents, staff involved in the selection process, directors of curriculum and instruction, directors of research, and local teachers' organization officials. At representative schools, principals, recently hired teachers, and more senior teachers were interviewed and other relevant data gathered. This report details the findings for each of the districts studied and assesses aspects of each school district's procedures. Conclusions and recommendations to improve teacher selection, recruitment, screening, hiring, placement, induction, and evaluation processes are presented. These involve the enhancement of the
Survey of Teacher Hiring Practices Questionnaire
PsycTESTS Dataset, 2012
This article describes how a deliberate commitment to use a research-based framework of teaching effectiveness can be combined with existing hiring practices to yield better outcomes from the teacher screening and selection process. The author proposes that when school leaders apply a well-developed and agreed-upon framework of teaching effectiveness-one that reflects the expectations of what it means to be effective in a local school context-that the result will be a better hiring process than many of those currently employed. In the end, such a process means that those who demonstrate the greatest promise of being effective in the classroom will be more likely given the opportunity to teach.
Developing a Proof-of-Concept Selection Test for Entry into Primary Teacher Education Programs
International Journal of Assessment Tools in Education, 2016
Article Info The purpose of this article is to report on the development of a proof-ofconcept situational judgment test (SJT) to assist in the selection of candidates for primary teacher education (ITE) programs. Nine development steps involving practising teachers, teacher educators, and applicants to ITE programs were carried out to establish target attributes and to develop content for the test. The results from administering the test to 124 primary ITE candidates showed a near-normal distribution, high levels of reliability, and significant positive correlations with a range of concurrently administered interview scores. We conclude with a description of the necessary next steps needed to implement evidencesupported teacher education selection processes in a range of international settings.