Fail to prepare, prepare to fail. Practising your answers to these key interview questions will stand you in good stead come interview time.
1. why do you want to work here?
It’s an oldie but a goodie. This key question gives candidates the chance to prove they’ve done their research in the lead up to the interview.
You should have read about the school’s or early learning centre’s goals and values on its own website, and be able to talk about why the way they work not only appeals to you, but is aligned with your own aspirations.
Don’t stop there though – we live in a world of online information so visit the school’s or early learning centre’s social pages and make Google your friend. Any reviews, publications, forums or videos you find can give you a sense of the organisation’s identity and the day-to-day of life there – this will all help you flesh out your responses.
2. can you tell me about a successful behaviour management strategy you have used in the past?
Employers want to hear about how a candidate has been agile in their career to date. Which tactics worked? Which ones didn’t, and why? Articulate your key learnings from each of your experiences.
No doubt you’ve faced a huge variety of students and children, all with different interests and needs, so it’s crucial you demonstrate your ability to adapt your curriculum, programming and strategies to suit them.
If you can take it a step further and demonstrate how you’ve linked learning to the community in which students and children live, as well as current trends and technologies, you’ll be ahead of the pack.
3. how do you strive to inspire students and children?
Most importantly, employers want to hear how teachers are working to inspire their students and children each and every day. It’s your job to prepare a whole range of individuals from varying age groups for the big wide world after they leave your care, and many of them will be tackling jobs that don’t even exist yet. Preparing students for a world that does not exist yet is what makes teaching such an exciting career.
4. if we decided not to appoint you, what would we be missing out on?
Here’s your chance to really make them want you on the team. Work your personal branding to differentiate yourself from the sea of candidates – tell and show your potential employer what you’re really about, what makes you tick and what the school or centre will be gaining should they decide to offer you the job.
Think about what you’ll be bringing to the students’ and children’s lives, as well as what you’ll be adding to the community and the staff as a whole. Employers will often choose to conclude the interview with a question such as this, so use the opportunity wisely and leave them with a positive impression.
Handle this well, and you’ll be getting that call in no time.
more common questions to have on your radar.
Q. What is your understanding of the curriculum framework and how do you implement it on a daily basis?
A. The key to answering this well is familiarity with the framework and putting it into practice – whether you have led the educational programs or been part of using them.
Q. The curriculum is designed to help all students to become successful learners, confident and creative individuals, and active and informed citizens. How do you implement the curriculum in each of your classes?
A. Think of examples of your use of the curriculum which address all three parts of this question – what you’ve done to help students learn to learn, to improve their confidence and creativity, and to encourage informed civic participation.
Both early years and schools
Check the criteria for the job to think about your answers for these. They are straightforward, but the interviewer wants to know what you'll bring to the team and how you will develop the role.
- What have been your greatest achievements recently?
- What motivates you at work?
- What new skills or capabilities have you developed recently?
- How do you work under pressure?
- What would you like to be doing five years from now?
- What specific skills acquired or used in previous jobs, relate to this position?
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Matt Hodges, National Director, Randstad Education
With over 15 years of experience in the recruitment industry for Education, I manage a large, dedicated team of consultants across Australia and New Zealand. My work philosophy is about maintaining the human touch in recruitment, and to utilise technology as the stepping stone for delivering a distinctly human experience.