Month: June 2025

MY 20 FAVORITE INTERVIEW QUESTIONS for SCHOOL LEADERS

I have probably interviewed ten thousand candidates over my 50-year career. Below are some of my favorite questions for school leaders. Questions 1,2 and 3 are the most probable. I think they are also the most important because in the case of #1 and #2 it allows the candidate to define him/herself by presenting their story. Question #3 gives insight into the thoroughness of preparation the candidate has committed to the process. Your success is dependent on your performance in responding to questions like these in a coherent, thoughtful and concise way. If you feel you need help to more effectively respond to these questions, then contact me and I will help.

  1. Tell us about yourself. Make your resume come alive.
  2. Why do you want to become a school leader?
  3. What do you know about our school/district? Why do you want to work here?
  4. Describe your “footprint” that you would leave in your current position and why you believe it will be sustained.
  5. Why would teachers want to follow your leadership?
  6. How would you deal with a veteran teacher who is not receptive to your recommendations?
  7. How would you go about determining what your priorities should be in your new position?
  8. What do you know about the NYS Blue Ribbon Commission’s Graduation Requirements Recommendations and how you would address them?
  9. Specifically, what are most the important things you look for when doing a classroom visit?
  10. What is your approach to student discipline?
  11. What expertise do you bring to your staff in enhancing student learning through the use of technology and AI?
  12. How would you go about assisting a teacher who is having difficulty with classroom management/student discipline?
  13. How do you know (what evidence do you seek) that students understand the concepts and skills that they are learning?
  14. What are the most productive ways of consulting with teachers and or parents so they can enhance their effectiveness in working with their student?
  15. How would you go about leading a committee or a professional learning community?
  16. Assume that an unpopular policy has been made and many parents are unhappy about its implementation, how would you deal with a room full of angry parents at a PTA meeting?
  17. If you interviewed candidates for a teacher vacancy, what question would you ask them?
  18. Tell me about a student who you helped that might have changed that child’s life.
  19. How would you deal with a parent who is dissatisfied with how a teacher is conducting his/her class? Assume that the parent has already spoken to the teacher.
  20. Tell me something about yourself that is not on your resume that will help me better understand the essence of who you are and what motivates you.

STRATEGIES IN ANSWERING KILLER SCHOOL LEADERSHIP INTERVIEW QUESTIONS

I have been coaching school leaders and aspiring leaders in preparation for their interviews for more than 15 years. My clients frequently ask me how to answer difficult questions during an interview. Here’s a sampling of a few of those questions, my suggested strategies as to how to answer, and my recommended answers:

1. “What would your direct supervisor say about you if I called her?” (You think you might not get a positive recommendation from her/him)

Analysis: You can’t criticize your supervisor, and you can’t say that she/he might say something negative about you. What you can do is to speak to your boss; let her/him know that a reference call might be coming; and ask for a positive recommendation that emphasizes the positive things that you’ve done. You might even consider providing a list of a few of your accomplishments. Most supervisors are not out to destroy your career. Who knows, this might even be seen by your boss as an opportunity for you to leave, and motivate her/him to give you a positive recommendation?

Answer: “I think she will say that I have great relationships with our students and their parents, that I’m always well prepared, and that I’m always willing to give extra time and attention to assist my students.”

2. “If you get this position, how long do you plan on staying in it?”

Analysis: You probably don’t know how long you’ll stay or how things will work out. Your new supervisors probably don’t want to go through additional transitions in the short run. However, you won’t be credible if you say you’ll stay for the remainder of your career. Employers seek leaders who are honest. Your answer needs to offer a reasonable rationale that supports your response.

Answer: “Assuming that things will work out well, I think five to seven years would make sense. The literature says that it takes at least five years to implement and sustain structural improvements. I’m committed to see my work through to positive outcomes.”

3. “You’re a certified school leader with very little leadership experience, why should we hire you over more experienced candidates?”

Analysis: Your aim is to present yourself as a self-confident, “can do” person, who will grow on the job. Your selling points are your accomplishments as a teacher, your potential and willingness to embrace being mentored and molded into the culture of your new school and district, and your raw enthusiastic undeveloped talent and energy.

Answer: “I may not be your most experienced candidate, but I can assure you that no one will be more eager to grow and learn, and work harder than I. I believe my colleagues will tell you that I’m a teacher leader who has played leading roles in some of our most important school improvements. My resume outlines some of these accomplishments. Let me add that as a high school and college athlete I was usually chosen as team captain. I’ve been told that I’m a “natural born leader.”

4. “I see on your resume that you live almost an hour away. Is that going to be a problem?”

Analysis: Never hesitate to “shoot down” any obstacle that might diminish your value. You should provide evidence that any of their concerns have been overcome or resolved in the past. Employers want to be assured.

Answer: “I take full responsibility for my attendance and timeliness. Although my present place of work is about 10 miles less of a commute, my time in traffic commuting here would be about the same because I’d be driving against the traffic. It is fair to say that I’m never late and usually one of the first people to arrive. It’s not a problem.”

5. “As an experienced school leader, tell us about a failure you experienced, and more importantly, what lesson did you learn from it?”

Analysis: This is similar to the often-asked question, “What is your greatest weakness?” The worst answer is, “I really can’t think of one”. Being humble and self-reflective are very desirable characteristics. The example you provide should be designed to possibly resonate with the interviewers’ experiences and evoke their empathy.

Answer: “As an inexperienced leader years ago, I made decisions based on gut feelings. What I’ve learned over the years was to put more trust in evaluating the evidence and results; to slow down… to listen to people I trust and respect even when they have divergent opinions. I’ve learned what I call, “watch the movie”. In other words, listen, suspend judgement, slow down, and decide on what is in the best interests of my students and the school. The example that comes to mind was that I had a strong interest to initiate an International Bachelorette Program. I was inclined to start the program. However, I encountered strong opposition from a segment in the community and from the teachers’ union. I was concerned that it would be divisive, and I backed away from moving ahead. I regret not listening to my leadership team. They advised me that it was worth the challenge because of the merits of the program for our students.”

Larry Aronstein provides interview coaching and resume revision to school leaders and aspiring leaders. Learn more at larryaronstein@yahoo.com