Description
Book SynopsisAuthor Herbert Pandiscio contends that most school districts fail to adhere to the highest ethical standards when employing public school teachers and administrators. Here, he highlights the many ways in which recruiting efforts are compromised by human relations departments and others who are in a position to influence employment decisions in public schools. Recruiting Strategies for Public Schools is both a guideline for action and a caution to those who have failed or who may fail to create a level recruiting field for candidates. It is about honor, about a promise to respect all candidates regardless of race, color, gender, ethnicity, national origin, religion, or other persuasions. This book is about the strength of superintendents and governing boards to withstand the pressures of patronage, favoritism, and other unethical influences, both from without and within the system. Recruiting Strategies for Public Schools, a follow-up to Pandiscio's book, Job Hunting in Education, is a plea to recruiters to deal honorably with those seeking employment, for to do otherwise denies students the services of the most outstanding teachers and administrators. This book is a necessary read for school superintendents and governing boards.
Trade ReviewA retired school superintendent from Connecticut offers guidelines for developing an ethically-based teacher recruiting program that eliminates patronage, creates a level playing field for all candidates, and discourages administrators from playing favorites. * Reference and Research Book News *
To build a defense for undesirable pressures, Pandiscio goes beyond the typical rhetoric to describe in detail how to train interviewers, what questions should be asked, how to check the paper trail, how to conduct site visits, best ways to validate candidates' history and the proper approach to vetting prior performance. His foreword offers an innovative promise of high ethical employment decisions by a superintendent. * School Administrator *
Table of ContentsPart 1 On My Honor, I Promise . . . Part 2 Who Can Profit from This Guide? Part 3 Credit Part 4 Glossary/Terminology Part 5 Acknowledgments Part 6 Introduction Chapter 7 1 I Guarantee Chapter 8 2 Wanted: A Skillful Driver with an Accurate Map Chapter 9 3 If You Can't Stand the Pressure . . . Chapter 10 4 Advocate for Excellence Chapter 11 5 So What If I'm Catholic and Italian? Chapter 12 6 Knowing the Questions Chapter 13 7 The Paper Trail and Quality of Service Chapter 14 8 Your Haunting Past Chapter 15 9 Insiders and Favorites Chapter 16 10 A Perfect Application Chapter 17 11 Why Take a Trip? Chapter 18 12 Many Apply, Few Are Chosen Chapter 19 13 Who Are the Interrogators? Chapter 20 14 What You See Is What You Get Chapter 21 15 Guidelines for Interviews Chapter 22 16 Eliminating Candidate Excuses Chapter 23 17 The STarting and Finishing Lines Chapter 24 18 Dollars and Cents Chapter 25 19 Validation 101 Chapter 26 20 Don't Call Us, We'll Call You Chapter 27 21 How Did Underperformers Come to Be Hired? Chapter 28 22 The Vetting Process: Anecdotes and Lessons Learned Part 29 About the Author
