Chat Transcripts
Topic
Chat Session 2
Date
2025-09-15
Group ID
0Course ID
301501| User | Timestamp | Message |
|---|---|---|
| {Hafner, Nancy} | 06:48:09 pm | Welcome to our week two chat session! Have you been enjoying the summer-like weather or are you ready for fall to be here and stay? |
| Hernandez Alcoser, Cinthia | 06:50:33 pm | hi good afternoon loving the fall wheather. |
| {Hafner, Nancy} | 06:51:11 pm | Welcome, Cinthia! I could do without the bees - always around in September for some reason! |
| {Hafner, Nancy} | 06:54:34 pm | Welcome, Sara! |
| Staudt, Sara | 06:55:00 pm | Hi! I love fall, but I'm enjoying this last little week of summer đ |
| Hernandez Alcoser, Cinthia | 06:55:00 pm | yes that's true! |
| {Hafner, Nancy} | 06:58:41 pm | People must be enjoying the last few minutes outdoors before logging in tonight! LOL |
| {Hafner, Nancy} | 06:59:42 pm | Welcome, Jackie! |
| Gantt, Tricia | 06:59:49 pm | Hi everyone! I love summer, but I also love fall so I am ready for the change! đ |
| Snabb, Jackie | 06:59:50 pm | I love the warmer weather, sad to see it go. |
| {Hafner, Nancy} | 06:59:55 pm | and Tricia! |
| Gantt, Tricia | 07:00:18 pm | Sorry I had to miss chat last week - we had a wedding - on a Monday! |
| {Hafner, Nancy} | 07:00:45 pm | Yes, that's different! |
| Gantt, Tricia | 07:01:17 pm | It was really fun actually! I expected it to be mellow and a lot of people left early around 9 - but we closed down the party on the dance floor! HA |
| {Hafner, Nancy} | 07:01:33 pm | Welcome, Heather! |
| DeVaughn, Heather | 07:01:51 pm | I can't wait to drag the bin of towels and swimsuits out of the garage tomorrow and set up the sprinkler...my crew is happiest in water. Bring on summer 2.0 |
| DeVaughn, Heather | 07:02:11 pm | Hi Nancy đ |
| {Hafner, Nancy} | 07:02:17 pm | I am going to wait one more minute before we begin. That sounds fun, Heather! |
| Gantt, Tricia | 07:02:17 pm | The kids (and adults) really do love the water! |
| Villa, Johanna | 07:02:30 pm | Hello! I have enjoyed the last few days of warm weather |
| {Hafner, Nancy} | 07:02:43 pm | Hi Johanna! |
| {Hafner, Nancy} | 07:03:11 pm | I want to be respectful of your time and there is always so much to discuss, so let's begin! |
| Gantt, Tricia | 07:03:37 pm | Perfect! |
| {Hafner, Nancy} | 07:03:48 pm | Tell us about the last interview you were a part of, as the interviewer or interviewee. What was most memorable about the experience? |
| Snabb, Jackie | 07:05:12 pm | Making it comfortable enough for the interviewee genuinely laugh |
| Gantt, Tricia | 07:05:22 pm | I love when candidates get to come on site for their initial tour. It is really fun getting to know them and see if they would be a good fit for our team. It is important to find people who will mesh with your established team - I really enjoy finding those connections! |
| Hernandez Alcoser, Cinthia | 07:05:33 pm | The last interview I conducted was for a teaching position at our center. What stood out most was how the candidate connected their personal story to their passion for working with children. Instead of just listing qualifications |
| Staudt, Sara | 07:06:36 pm | We are wrapping up interviews, so I was interviewing a teacher candidate last week. I remember both the way that I felt in the room with the teacher, and I remember their answers that were not the âperfectâ answers. This candidate was younger but has some great experience. Instead of trying to appear like they knew everything, they acknowledged some opportunities for growth and learning a new curriculum. Additionally, they came in curious, and the interview felt like a conversation, which was great! |
| Villa, Johanna | 07:06:48 pm | The last interview I was apart of was to replace a lead teaching position. It was originally to search for a candidate to be my co-lead, but then we moved to a direct remodel and the candidate ended up being the teacher to take over my old classroom |
| Gantt, Tricia | 07:06:57 pm | We recently hired a young 21 year old who was 8 months pregnant and she struggled to find a job - we hired her (I knew she was pregnant even though she didn't share) and she was so nervous to tell me on her first day. It was the best feeling seeing the relief melt away from her face in knowing she was accepted. She comes back from maternity leave next week - with her baby! She has become one of our strongest and best staff in her short time with us. |
| DeVaughn, Heather | 07:07:03 pm | I was interviewed for an account management position. It was a team interview, it was VERY relaxed and informal compared to sales interviews which usually involve rapid fire or hostile questions to see how you perform under pressure. I was like, "That's it? Where have these nice people been all my life" LOL |
| Gantt, Tricia | 07:07:48 pm | That's funny Heather - I had a panel interview for my AD director position and it was the same! |
| {Hafner, Nancy} | 07:08:16 pm | The most important element in operating a high quality early childhood program is the people who interact with the children every day. The questions you ask an applicant should reveal not only who they are professionally and to some degree personally, they will also tell the candidate something about the way you think and what is important to you and the program! While we're all looking for skilled teachers, we're also looking for the "right person." Interviewing is tonight's main topic. |
| Staudt, Sara | 07:08:19 pm | Tricia - that's so great to hear! I always feel for people who are interviewing while visibly pregnant - that must be really tough. |
| Gantt, Tricia | 07:08:59 pm | I felt so bad for her - her last place practically pushed her out the door and then she really stuggled to find another job. We are the lucky ones to have her! |
| DeVaughn, Heather | 07:09:07 pm | Tricia, as a new grandma your answer makes me tear up... |
| {Hafner, Nancy} | 07:09:13 pm | Thank you for sharing and getting us ready to think about the important interview! Now we can go to the prepared chat questions for tonight! * |
| Sadiki, Nazliya | 07:09:16 pm | These days we are interviewing, one person i really enjoyed the interview and I did offer the job but person said have to think about it |
| Staudt, Sara | 07:09:33 pm | * |
| DeVaughn, Heather | 07:09:40 pm | * |
| Villa, Johanna | 07:09:47 pm | * |
| Gantt, Tricia | 07:09:51 pm | I have really taken her in under my wing! I have a step daughter who is 22 and I just couldn't imagine! |
| Gantt, Tricia | 07:09:53 pm | * |
| Ferrusca, Lady | 07:09:54 pm | * |
| Snabb, Jackie | 07:09:55 pm | * |
| Hernandez Alcoser, Cinthia | 07:09:59 pm | * |
| {Hafner, Nancy} | 07:10:32 pm | Share some things you can do before you post an open position which might help your program benefit from a teacher turnover. |
| Gantt, Tricia | 07:10:49 pm | Before posting an open position, I think itâs important to look at our current staffing needs, review the job description to ensure itâs accurate, and talk with our team about what qualities or skills would best complement the group. This way, turnover can become an opportunity to bring in someone who adds new strengths or experiences to the program. |
| {Hafner, Nancy} | 07:10:52 pm | Welcome Lady and Nazliya! |
| DeVaughn, Heather | 07:10:58 pm | Evaluate why you had a turnover, what can you improve if anything from a management or environment perspective to keep teachers. Also evaluate how to improve your hiring process to attract the best candidates. Ask current teachers if they have anyone they would recommend for your program, or determine if another person currently on staff might be a great candidate to move into the teacher role. |
| Butler-Robinson, Lafayette | 07:11:24 pm | my last interview was of a mom of 5 kids looking to start working with us. first time working in child care |
| Ferrusca, Lady | 07:11:27 pm | I would suggest using a list that outlines the basic requirements a teacher needs in order to apply. These may include work schedules, knowledge of the field, physical ability (since working in a daycare like ours requires the skills to lift and care for children), as well as any additional skills that may be valuable to highlight. However, before presenting this, it is important to introduce who we are and what we offer as a center, emphasizing why we are a strong option to be considered and what the advantages are of being part of our team. |
| Sadiki, Nazliya | 07:11:52 pm | Thank you nancy |
| Hernandez Alcoser, Cinthia | 07:12:02 pm | Review your enrollment numbers, classroom ratios, and upcoming program goals. Decide if the position should be filled exactly as it was or if duties/responsibilities should shift to better fit current needs. |
| Staudt, Sara | 07:12:13 pm | Before we post a position, evaluating the job description & updating it is always important. Additionally, being clear on which age group you are hiring for is key. When positions open up, I like to check in with my current team and see if teachers want to move or if it makes sense to move people around. |
| Snabb, Jackie | 07:12:44 pm | We have a job requirements list for every position at our center, but looking at the people and the needs of the room are very important to me when making a post for a job position |
| Ferrusca, Lady | 07:13:23 pm | totally agree we need to see how is going everything in the classroom and the staff |
| Villa, Johanna | 07:13:30 pm | Before posting any position, we always look at current staff to see if there is a staff who would like to switch positions, classrooms schedules, and to see if there are any of your "younger/ newer" staff who may benefit from this opportunity. From there I think it is important to reflect why the turn over happened: was the staff going back to school, moving, felt unsupported in their classroom, had an unresolved conflict with a peer. Doing our best to address the issue prior to welcoming in a new staff is important to providing the new staff with the most supporting environment as possible |
| Staudt, Sara | 07:14:03 pm | Cinthia - I love your point on looking at enrollment & classroom needs. Evaluating where is a new teacher needed most. |
| {Hafner, Nancy} | 07:14:10 pm | These are all positive action steps you can take before you begin the interview process. What are the current needs of the classroom? Program? Why is there turnover? Is the job description clear? |
| Butler-Robinson, Lafayette | 07:14:28 pm | we have not posted any positions with our center. our employees are word of mouth or from former parents and employees. |
| Villa, Johanna | 07:14:50 pm | Cinthia, I agree that we sometimes jump to filling a position exactly as it was because we are scared to be short staffed. we may rush the process causing us to not see a potential solution in house |
| Gantt, Tricia | 07:15:06 pm | That is awesome! It is always helpful to have people come via word of mouth and personal connections. We also have about 5/6 staff with kids or grandkids in our program! |
| {Hafner, Nancy} | 07:15:36 pm | Let's move on to the next step - posting. Word of mouth is also a good strategy, Lafayette, but are you getting the candidates you are really looking for? * |
| Staudt, Sara | 07:15:38 pm | Tricia - do you offer a discount for grandkids? |
| Sadiki, Nazliya | 07:15:38 pm | I am struggling big time with teacher turnover. I am trying patience to fill the spot then the good once are gone. |
| Staudt, Sara | 07:15:43 pm | * |
| Gantt, Tricia | 07:15:45 pm | * |
| DeVaughn, Heather | 07:15:54 pm | * |
| Ferrusca, Lady | 07:16:06 pm | * |
| Snabb, Jackie | 07:16:09 pm | * |
| Villa, Johanna | 07:16:11 pm | * |
| {Hafner, Nancy} | 07:16:23 pm | Where have you posted/shared open positions in the past? Was it effective? |
| Hernandez Alcoser, Cinthia | 07:16:28 pm | * |
| Gantt, Tricia | 07:16:40 pm | Employees can use their 50% off - grandparents can use it for grandchildren in the program! |
| {Hafner, Nancy} | 07:16:42 pm | We are going to talk more about the "warm body syndrome" Johanna. |
| Gantt, Tricia | 07:16:57 pm | Open positions have been shared through the YMCA careers site, community job boards, and word of mouth within our Y network. These have been somewhat effective, but the strongest candidates often come from referrals and people already connected to the Y in some way. |
| Ferrusca, Lady | 07:17:01 pm | now it is very common use the internet and specific web sides like indeed |
| DeVaughn, Heather | 07:17:03 pm | I havenât posted any positions, I have hired people that I personally knew (small program). If I expand my program, I would likely use Indeed, churches (Christian program and I enjoy the shared values opportunity) and facebook/Instagram. |
| Staudt, Sara | 07:17:17 pm | We start by posting on our website, but then we also expand to indeed & linkedin. We have had some luck in those places, but strongest candidates often come from referrals from current employees. |
| Ferrusca, Lady | 07:17:21 pm | or we are using our webside in join us!!! |
| Sadiki, Nazliya | 07:17:21 pm | We are posting in indeed.lots of money in the drain feel like. I had few walk in so far |
| Butler-Robinson, Lafayette | 07:17:27 pm | nancy - sometimes but because most of my employees are moms with their children in attendance, it gives me the opportunity to train them on their position. most times they are first time workers. but i also have vertern teachers as well |
| Snabb, Jackie | 07:17:47 pm | Our FB page and Indeed, both had brought great employees |
| Johnson, Zina | 07:18:00 pm | Sorry Iâm late, getting trees chopped down |
| Hernandez Alcoser, Cinthia | 07:18:12 pm | In the past, weâve posted open positions on Indeed and LinkedIn, and both have been effective in reaching a wide pool of candidates. |
| Villa, Johanna | 07:18:21 pm | We have posed on indeed with varying success and it is very expensive. We have also posted on the mn council of nonprofit, also with varying success. |
| Sadiki, Nazliya | 07:18:33 pm | Zina hope everything all right |
| Villa, Johanna | 07:19:13 pm | When we are hiring, we have shared the job description and a flyer with families and staff via email and asked to share with their networks- I think we have the most success with this route |
| Butler-Robinson, Lafayette | 07:19:28 pm | we dont post on ant sites for jobs. not that i would not use those platforms |
| {Hafner, Nancy} | 07:20:02 pm | When posting positions, keeping all your options open can be helpful. Referrals from staff who are happy in your program can be a benefit. Does anyone offer a referral bonus after a certain period of time? |
| Gantt, Tricia | 07:20:22 pm | We do! After they have been with us for 3 months! |
| Johnson, Zina | 07:20:24 pm | Yes, just a very large tree that causes lots of damage for both homes we still have two more to go |
| Staudt, Sara | 07:20:47 pm | We offer a referral bonus of 500 if an employee is hired & is with us for 3 months! |
| Johnson, Zina | 07:21:01 pm | Posting positions under is the topic, again sorry so late. |
| Gantt, Tricia | 07:21:06 pm | We do the same if a family refers someone - it is a free week of childcare for their oldest child vs $500 staff get! |
| Snabb, Jackie | 07:21:08 pm | we do not. |
| {Hafner, Nancy} | 07:21:21 pm | Several of you mentioned the cost of posting in some places. Community colleges are always willing to post opening for programs. it is also a great partnership to establish for students looking for internship placements! |
| Johnson, Zina | 07:21:20 pm | Sorry again, voice typing |
| Ferrusca, Lady | 07:21:39 pm | yes. we do!! we offer and mentiones that the staff is able to get bonus depends of the requirements |
| Gantt, Tricia | 07:21:47 pm | Oh I love that Nancy. We have a good partnership with our ECED friends over at MCTC! |
| Sadiki, Nazliya | 07:21:48 pm | We have offer the sign in bonus |
| DeVaughn, Heather | 07:22:04 pm | ooh good idea re the colleges |
| Villa, Johanna | 07:22:26 pm | great point Nancy! I have shared our flyer and description with collencbs in our area. But honestly, I struggled to find the correct contact info to email the information too and only heard back from very few |
| Butler-Robinson, Lafayette | 07:22:35 pm | we do not offer any incentives for hiring. |
| Johnson, Zina | 07:22:43 pm | We offer $150-$250 gift cards depending on how many actually enroll from referrals. |
| Staudt, Sara | 07:22:46 pm | I was just discussing this with my supervisor yesterday - my site is 2 blocks from MCTC, so we have been thinking about connecting with them more. |
| {Hafner, Nancy} | 07:23:05 pm | From evaluating the position, to posting the position, we move next to the interview itself. |
| {Hafner, Nancy} | 07:23:22 pm | Have you used phone interviews successfully? What worked or did not work? * |
| Villa, Johanna | 07:23:36 pm | * |
| Ferrusca, Lady | 07:23:42 pm | * |
| Gantt, Tricia | 07:23:52 pm | Phone interviews can be a helpful first step in screening candidates. They work well for clarifying availability, qualifications, and interest before moving someone forward, but they are limited because you donât get to see how a candidate interacts in person. For roles working directly with children, I feel as thought in-person follow-ups are essential. |
| DeVaughn, Heather | 07:23:52 pm | I believe this would work for a very low level screen out procedure for me, but I was trained in psychology and gather a lot of information from using my senses esp vision. I cannot get enough information about a candidate simply from hearing their voice. Are they meeting my gaze? Looking to the side when answering? Scowling? Etc |
| Butler-Robinson, Lafayette | 07:23:54 pm | have not done any phone interviews. * |
| {Hafner, Nancy} | 07:23:59 pm | I encourage you to connect with them, Sara! |
| Ferrusca, Lady | 07:24:09 pm | No, perhaps some general and specific information has been mentioned, but the possibility of having an interview either in person or via video call is always indicated. In my case, my interview was conducted through a video call, and I met the centerâs director in person the day I brought in my documents for the background check. |
| Johnson, Zina | 07:24:17 pm | Jobs are posted on deed. |
| Snabb, Jackie | 07:24:18 pm | We only do in person interviews and I love this approach so I can build a rapport with the interviewee |
| Sadiki, Nazliya | 07:24:20 pm | I have done phone interviews. It is very hard . |
| Villa, Johanna | 07:24:45 pm | I have never been apart of a phone interview process. |
| Staudt, Sara | 07:24:50 pm | Phone interviews are used by our HR team tp screen candidats & clarify the role. However, I feel best about doing in-person interviews. I did a zoom interview for a teacher moving from out of state. However, it was helpful to see her & chat for a while via zoom. |
| Johnson, Zina | 07:25:44 pm | Agree Nazliya, phone interviews I no longer do. |
| {Hafner, Nancy} | 07:25:47 pm | Yes, I think zoom or in-person is also best! * |
| Staudt, Sara | 07:25:52 pm | I've also called candidates to follow up if there any lingering questions from the interview team or if we have concerns after getting references. * |
| Ferrusca, Lady | 07:25:53 pm | * |
| Gantt, Tricia | 07:25:54 pm | * |
| Sadiki, Nazliya | 07:26:08 pm | * |
| Villa, Johanna | 07:26:15 pm | * |
| Hernandez Alcoser, Cinthia | 07:26:15 pm | * |
| DeVaughn, Heather | 07:26:17 pm | * |
| {Hafner, Nancy} | 07:26:40 pm | What are some benefits of bringing together an interviewing team? What might that team look like in your setting if it were to happen a month from now? Should a team approach be reserved for only certain positions? |
| Gantt, Tricia | 07:27:16 pm | An interviewing team allows for multiple perspectives, helps reduce bias, and ensures decisions are not made by just one person. If we were to form an interviewing team, it would likely include myself as Assistant Director, our Center Director, and possibly a lead teacher who would work closely with the new hire. |
| {Hafner, Nancy} | 07:27:19 pm | Absolutely, Sara! Offering the opportunity for them to call and ask a clarifying question shows courtesy! |
| Johnson, Zina | 07:27:31 pm | Most of our team interviewees are for leadership positions, administrative positions |
| DeVaughn, Heather | 07:27:34 pm | It gives the candidate information about some of the personalities and dynamics of your team. Your team might think of questions that you did not, or have specific wants or needs in regard to a new team member especially if they will be working in their room. It also makes your team feel valued in that you are asking for their input and opinion/feedback. What might that team look like in your setting if it were to happen a month from now? My lead teacher and myself. |
| Gantt, Tricia | 07:27:51 pm | We currently do this for salaried positions starting at our AD role and move up - I feel it may be intimidating for lower level positions. |
| Sadiki, Nazliya | 07:28:00 pm | I believe team interview will be very beneficial |
| Ferrusca, Lady | 07:28:15 pm | One of the benefits of having a team conduct interviews is the ability to analyze each memberâs perception. Each person may identify relevant aspects that can either be favorable or, on the other hand, raise concerns. |
| Staudt, Sara | 07:28:27 pm | Using a team means that you get a variety of perspectives and can minimize personal bias in the interview process. Right now, our instructional coach & myself are the interview team - we interview people together. However, we have thought about working on including a lead teacher as well on the panel. Our director & instructional coach positions both had teachers & the executive director on the interview team. |
| Snabb, Jackie | 07:28:37 pm | I think a team approach for a second interview would be a good option. I have done this with my Executive Director and it has worked well |
| Gantt, Tricia | 07:28:50 pm | At the same time, I feel like we are often not taken as professionals in our field - so maybe this would help bring more of a professional atmosphere into our field from the start. |
| Hernandez Alcoser, Cinthia | 07:29:10 pm | Bringing together an interviewing team helps get multiple perspectives on a candidate, ensuring theyâre a good fit both for the classroom and the program culture. |
| Villa, Johanna | 07:29:21 pm | In our setting as a cooperative, the interview team would consist of the director, a parent who is on our board of directors, another parent, a teacher. We do this when hiring for a "regular staff position" such as a lead or assistant staff who would be full time. If it is a part time position or for an intern, we try to include the director and a staff. We find it very important to include these "layers" of our orngaization so candidates can get an understanding of our cooperative model and to get various perspetives from those on the interview team. |
| Butler-Robinson, Lafayette | 07:29:55 pm | for me i don't see doing a team approach in the interview process at this moment. having new teachers and staff in the field, it would be hard for them to understand what to look for or even ask questions to childcare experience. |
| Johnson, Zina | 07:30:18 pm | Our team gathers information, we analyze and meet to discuss if that person would make a good fit from resumes and then we proceed to interview. After initial interview then team come together for second interview. |
| Staudt, Sara | 07:30:25 pm | Johanna - we have thought about adding in a parent to our interview team. How has that worked? Do parents get upset if the candidate they liked most is not the one you go with? |
| Gantt, Tricia | 07:30:47 pm | Johanna - I love the parent aspect to it! |
| Hernandez Alcoser, Cinthia | 07:30:53 pm | Lafayette i love your answer. |
| {Hafner, Nancy} | 07:31:27 pm | Interesting point, Tricia. There is a balance between comfort level and inviting multiple perspectives. In the article by Cooperrider, he discusses the 'search team.' Different people could focus on different aspects of the candidate, for example personal or professional aptitudes. |
| Villa, Johanna | 07:32:04 pm | I think it goes really well with including parents! Our parents are very understanding and respect the teacher and directors knowledge and expertise. |
| Gantt, Tricia | 07:32:11 pm | That makes so much sense! |
| Butler-Robinson, Lafayette | 07:32:36 pm | but i do talk with my veteran staff that may have new hires in their room to get a feel of what the room looks like for them and learning what to do within the room |
| Gantt, Tricia | 07:33:12 pm | I also feel like a lot of our aids coming in are very entry level and this is this first "real" job - part of this is us training them and bringing them up in the field vs showing us all of their qualifications. |
| Villa, Johanna | 07:33:17 pm | We also have a set of predetermined questions that we ask all candidates and remind parents to stay objective in their responses to candidates |
| {Hafner, Nancy} | 07:33:30 pm | A word of caution about parents and teaching staff on the interview team. It is important to know who has the ultimate hiring decision to be made and what influence or "sway" others can contribute. If staff or parents are there and have a true voice, I think it builds rapport. |
| Snabb, Jackie | 07:34:16 pm | good point Nancy! |
| Sadiki, Nazliya | 07:34:23 pm | Thats true Nancy |
| Hernandez Alcoser, Cinthia | 07:34:23 pm | great point. |
| {Hafner, Nancy} | 07:35:04 pm | I appreciate all of the thoughtful responses you are sharing on this topic tonight! Two more questions...* |
| Staudt, Sara | 07:35:09 pm | * |
| Gantt, Tricia | 07:35:12 pm | * |
| Snabb, Jackie | 07:35:16 pm | * |
| Ferrusca, Lady | 07:35:16 pm | * |
| Villa, Johanna | 07:35:26 pm | * |
| Sadiki, Nazliya | 07:35:40 pm | * |
| Hernandez Alcoser, Cinthia | 07:35:41 pm | * |
| {Hafner, Nancy} | 07:35:43 pm | Have you tried âworking interviewsâ in which the candidate interacts in the program? Was this helpful? If you are not using this practice, what obstacles are in the way? Do you pay the candidates for their time? |
| Butler-Robinson, Lafayette | 07:35:47 pm | yes i agree nancy. and hopes that the person getting interview doesn't think by knowing a person will automatically gets them the job |
| Butler-Robinson, Lafayette | 07:35:51 pm | * |
| DeVaughn, Heather | 07:36:06 pm | * |
| Gantt, Tricia | 07:36:28 pm | We do not typically use working interviews, although I think they could be very helpful to see how a candidate engages with children and staff. The biggest obstacle is scheduling: having a candidate come in during program hours can be difficult to coordinate, and we also have to consider safety and licensing requirements for having non-staff interact with children. We don't pay them for their time as we have not done this yet! |
| Butler-Robinson, Lafayette | 07:36:33 pm | no i have not |
| Hernandez Alcoser, Cinthia | 07:36:56 pm | Yes we have tried working interviews in the past, where candidates spend time in the classroom interacting with children and staff. Itâs been very helpful because it shows how they handle real situations, how they connect with kids, and how they fit with the team. |
| {Hafner, Nancy} | 07:37:11 pm | Tricia, you commented earlier about the personal tour. This aligns to the question in a way. does every potential hire get a tour of the program during the initial interview? |
| Villa, Johanna | 07:37:21 pm | Yes! we do this when we are interviewing for lead teacher positions. we host a traditional interview, if the interview goes well we extend it to give them a tour and a first glance at interacting with students and teachers. Then we invite them back for a demo lesson to see how they lead a classroom and interact with kiddos. |
| Ferrusca, Lady | 07:37:57 pm | Yes, we have used working interviews where the candidate interacts in the program. They are very helpful to see real interactions and how the candidate adapts. The main challenges are scheduling and making sure it does not interrupt the routine. We do not usually pay for this short time, but we would consider it if the process required more hours or responsibilities. |
| Gantt, Tricia | 07:38:12 pm | Yes they do! They get the phone screen first, and then they come for a tour as the second step of our interview process - we step into classrooms and we show them around/let them meet staff but they are not left alone or allowed to "work" during this time! |
| Staudt, Sara | 07:38:30 pm | We have not done working interviews (although I participated in a few as an elementary teacher). I have mixed feelings on whether or not it may be helpful. I do think it could be good to see a candidate engage with the children & staff. However, we have to consider the safety & licensing aspects to it. We also do not want parents to feel their child is being used as a guinea pig, trying out different teachers. We do a tour with the candidate and stop through classrooms, so I observe them interacting with children and staff, as well as their reactions to our center. |
| Gantt, Tricia | 07:38:58 pm | We have to have SUIDS/AHT and background checks cleared before direct contact is allowed and so this would get very expensive to do for all potential hires! |
| Snabb, Jackie | 07:39:17 pm | No one has direct contact with our children until they have passed a background study. This protects the children, staff and us. I don't see that ever changing due to privacy rights and a number of our children belong to law enforcement in some way. |
| {Hafner, Nancy} | 07:39:38 pm | Some mixed feelings about the working interview, it seems! I can see both perspectives and respect your thoughts and program practices. |
| {Hafner, Nancy} | 07:40:01 pm | Last question of the evening * |
| Snabb, Jackie | 07:40:04 pm | law enforcement families* |
| Hernandez Alcoser, Cinthia | 07:40:07 pm | * |
| Snabb, Jackie | 07:40:14 pm | * |
| Ferrusca, Lady | 07:40:16 pm | * |
| Sadiki, Nazliya | 07:40:18 pm | I like to do the work interview as well. But now I am hesitant because their background study is not done yet and if mu licensor work in she woul be definitely writing me up for it |
| Butler-Robinson, Lafayette | 07:40:18 pm | * |
| Johnson, Zina | 07:40:23 pm | Love that Johanna, we do conduct interviews and have candidates visit classrooms, just to get a feel of they interact. In classroom setting. |
| Sadiki, Nazliya | 07:40:27 pm | * |
| Staudt, Sara | 07:40:34 pm | * |
| Villa, Johanna | 07:40:33 pm | * |
| DeVaughn, Heather | 07:40:38 pm | I have hired subs then essentially shadowed them for their first day. I knew them both well before hiring them and they come with a ton of experience but I wanted to see them with MY kids and in this setting. If it didn't go well I wouldnt have had them back. So kind of |
| Gantt, Tricia | 07:40:50 pm | * |
| DeVaughn, Heather | 07:40:59 pm | * |
| {Hafner, Nancy} | 07:41:07 pm | In your role you may want to glean some insight into a candidateâs work history. What are some ways you can learn about a candidateâs employment history and performance beyond a review of the application/resume? ? |
| Sadiki, Nazliya | 07:41:30 pm | References |
| Gantt, Tricia | 07:41:34 pm | The most effective ways include reviewing résumés carefully, asking follow-up questions during interviews about past roles, and checking references. I also think asking situational questions that connect to their past work experiences gives valuable insight into how they performed in previous positions. |
| Sadiki, Nazliya | 07:41:50 pm | Previous employment |
| {Hafner, Nancy} | 07:41:59 pm | Lafayette, you have mentioned that many of your candidates do not have much experience in this field. How do you gauge skills and abilities? |
| Hernandez Alcoser, Cinthia | 07:42:04 pm | ou can learn about a candidateâs work history and performance by talking to their past employers, asking how they handled real situations in interviews, checking any certifications or training, and observing them in a working interview if possible. |
| DeVaughn, Heather | 07:42:19 pm | References and behavior based questions |
| Staudt, Sara | 07:42:22 pm | We ask for specific examples throughout our interview "tell about a time when....." - I am always listening to match experiences up to the candidates resume and see if they are speaking about a variety of places. Additionally, reference checks are always helpful. |
| Snabb, Jackie | 07:42:23 pm | ask my staff, asking good interview questions and following them up in the end, references |
| Butler-Robinson, Lafayette | 07:42:22 pm | i just ask my questions and listen to their responses about child care settings |
| {Hafner, Nancy} | 07:43:21 pm | We have about 3 minutes left tonight. Any burning questions from anyone? |
| Butler-Robinson, Lafayette | 07:43:54 pm | i have none |
| Villa, Johanna | 07:44:03 pm | we start the interview with a general question about "tell us about your previous experience working with kiddos". We ask questions that reflect on their previous experiences "tell us about a time when.." |
| {Hafner, Nancy} | 07:44:12 pm | I also want to remind you about the discussion board one more time. Initial posts due on Wednesday; replies to peers due by Friday; replies to instructor by Saturday! |
| {Hafner, Nancy} | 07:44:30 pm | go ahead, Lafayette |
| {Hafner, Nancy} | 07:44:46 pm | my mistake, you said none! I read it as one |
| Sadiki, Nazliya | 07:44:51 pm | How to maintain good staff |
| Butler-Robinson, Lafayette | 07:44:51 pm | im sorry. i dont have any questions. |
| Gantt, Tricia | 07:44:56 pm | Thank you for this! I am so sorry I forgot to respond to you by Saturday - I just did it when logging on to chat tonight! |
| Ferrusca, Lady | 07:45:01 pm | One of the most effective ways to evaluate a candidateâs background is by reviewing the professional references listed on their rĂ©sumĂ© and contacting previous employers to gather their feedback. |
| Snabb, Jackie | 07:45:55 pm | I looked and didn't see anything and spaced it off until I logged in tonight, my apologies! |
| {Hafner, Nancy} | 07:46:07 pm | I will send some information to everyone via email about what questions are legally allowed during the interview and when checking references. I don't think this was included in any of the posted readings! |
| Gantt, Tricia | 07:46:19 pm | Thanks, Nancy! |
| Ferrusca, Lady | 07:46:21 pm | great!!! |
| Butler-Robinson, Lafayette | 07:46:29 pm | thanks |
| Hernandez Alcoser, Cinthia | 07:46:35 pm | Thank you! |
| Snabb, Jackie | 07:46:51 pm | Thanks Nancy, it was not in our materials, you are appreciated!! |
| DeVaughn, Heather | 07:46:53 pm | thank you! |
| {Hafner, Nancy} | 07:46:56 pm | Have a great week, everyone! |
| Gantt, Tricia | 07:47:01 pm | You too! đ |
| Snabb, Jackie | 07:47:08 pm | You as well!! |
| Sadiki, Nazliya | 07:47:34 pm | Thank you |
| Johnson, Zina | 07:59:09 pm | Thank you all. |
