The personal interview process in selected Indiana school corporations

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dc.contributor.advisor Ballou, Philip E. (Philip Edwin), 1925- en_US
dc.contributor.author McVicker, Jerry Dean, 1945- en_US
dc.date.accessioned 2011-06-03T19:28:52Z
dc.date.available 2011-06-03T19:28:52Z
dc.date.created 1973 en_US
dc.date.issued 1973
dc.identifier LD2489.Z66 1973 .M38 en_US
dc.identifier.uri http://cardinalscholar.bsu.edu/handle/handle/178387
dc.description.abstract The purpose of this study was to examine the interview processes and techniques used in selected Indiana school corporations. More specifically, answers were sought to these questions:1. How are interviews presently conducted in selected Indiana school corporations to obtain pertinent information needed to select the most competent candidate for each position?2. How can interviews be conducted so that applicants can relate personal philosophy, preparation, and abilities in greater depth than the usual written confidential papers provide?3. What kinds of questions are asked the candidate which lead to information needed in making decisions for employment of teachers?4. How confident do personnel administrators feel when making judgments concerning the employment of potential teacher candidates?A questionnaire was developed to obtain information on the processes and techniques used by personnel administrators when interviewing teacher candidates. The study waslimited to school corporations having an administrator who spends half time or more in supervision and administering the personnel programs. The study was further limited tosixteen school corporations identified by Dr. Robert Cowan in his 1967 "Study of Personnel Administrators in Selected Indiana School Corporations."Questionnaire results from the sixteen selected personnel administrators were recorded in table form. Review of data led to the following conclusions:The initial teacher candidate interviews, in selected Indiana school corporations, were conducted by administrators with experience in supervising the personnel program. Personnel administrators generally spend at least thirty minutes in the initial teacher candidate interview. In addition, the optimum upper limit on the number of teacher candidates to be interviewed in succession would appear to be no more than four candidates.Personnel administrators indicated that the interviewee should do most of the talking during the initial teacher candidate interview. In an effort to achieve this objective, most administrators use a warm and friendly approach during the interview. Even if the interviewer is successful in putting the candidate at ease during the interview, no real depth of conversation can be achieved unless the setting allows freedom from outside interruptions.The director of personnel should be able to ask questions of the interviewee which reveal answers to questions that the applicant might not reveal in any other manner. More specifically, questions which solicit narrative answers would appear to be an effective method for obtaining information necessary to make intelligent employment decisions.Personnel administrators appear to be, at least moderately confident concerning personal ability to assess selected indicators of teacher competency. However, the administrators place greatest confidence in personal ability to judge personality, sense of humor, friendliness, enthusiasm, poise, and self-confidence. en_US
dc.format.extent v, 69 leaves ; 28 cm. en_US
dc.source Virtual Press en_US
dc.subject.lcsh Interviewing. en_US
dc.subject.lcsh Teachers -- Selection and appointment. en_US
dc.title The personal interview process in selected Indiana school corporations en_US
dc.description.degree Thesis (Ed. S.) en_US
dc.identifier.cardcat-url http://liblink.bsu.edu/catkey/419937 en_US


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  • Doctoral Dissertations [3121]
    Doctoral dissertations submitted to the Graduate School by Ball State University doctoral candidates in partial fulfillment of degree requirements.

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