[Gayle]

I ask candidates to present a portfolio of their work and inquire about any personal or professional projects related to ECE.

[Trainer]

Great approach, Gayle! Reviewing portfolios and discussing personal projects can reveal a candidate’s creativity, commitment, and expertise in early childhood education. Well done!

[Jessica C]

We gauge a candidate’s passion and dedication by what schooling they have already achieved/their willingness for schooling as it is becoming a requirement to at least have a short certificate.

Even if we get candidates who have never worked in childcare before, you can tell their passion based off their willingness to learn and how they talk about the potential job and gaining experience.

[Angela]

I ask for specific examples of their experience and take them on a tour to see how they interact with the community!

[Fiona]

Gauging a candidate’s passion by their school and success within their own work and own education.

[Rebekah berto]

Asking why they are interested in the job and what their out come is from the job. Have the have any other experience working with children.

[Trainer]

Rebekah’s suggestion of asking candidates about their passion for the job and previous experience with children is a great way to gauge dedication to early childhood education.

[Jessica]

I like to dive into their stories and experiences with a sprinkle of enthusiasm! I ask them to share their favorite teaching moments or a time when they went above and beyond for their students. I also love hearing about any fun, creative projects they’ve implemented or how they’ve turned challenges into opportunities for growth. Passion shines through when someone talks excitedly about their successes and the little victories that make their day.

[Trainer]

Jessica, I appreciate your approach of delving into candidates’ experiences and asking about their favorite teaching moments and creative projects. Passion truly shines through in these stories.

[Patrick McLeland]

Yes, I think gauging passion is essential to finding the right hire. Energy and interest usually is not something that can be developed in a person. However, shaping skills and teaching group norms can be shaped into a employee. Skill is essential, but being able to help facilitate growth in an employee fosters loyalty and trust.

[Meagan Hight]

I like to ask specific questions about their last position. If they are unable to come up with relevant stories to share that is usually a red flag. We also invite final candidates to come in for an in-classroom interview. This gives them a chance to talk to their potential co-workers and we can see how they interact with the children. If they are being a wallflower and do not want to talk with our teachers, they are probably not a good fit.

[Trainer]

Meagan, your approach of asking specific questions and observing candidates in the classroom setting shows a thorough understanding of gauging passion and dedication for early childhood education. Well done!

[Whitney]

I ask them questions about their work history, education, previous work experience, where they see themselves in the next 5 years, their plan for the future, thoughts on early learning.

[Jenny Bellmore]

I judge an applicants interest in working at our school by their energy and body language. I also like to see enthusiasm when they talk about their previous experiences. I want an applicant who is willing to learn and grow with our school. The applicants questions for me also let me know a lot.

[Trainer]

Jenny, your focus on energy, body language, and enthusiasm is insightful. Encouraging questions from applicants helps gauge their commitment to growth and their genuine interest in the role.

[Briele B]

By finding the applicant’s interest in the job, why they are or are not motivated to help young children excel.

[natalie d]

When screening and interviewing candidates, I review their resumes to learn about their past employment and what type of education they have. I also like to have candidates spend some time in a classroom so I can observe how they may engage with children and staff.

[Trainer]

Great approach, Natalie! Observing candidates in action provides valuable insight into their interactions with children and staff. It’s an excellent way to gauge their passion and dedication.

[Mandy]

I can tell how they talk about kids and how much they love kids.

the appearance is also a plus. If the interview comes loooking proffesional you can tell how much they want the job. all in how they communicte.

[Trainer]

Great insight, Mandy! A candidate’s passion often shines through their communication and enthusiasm for working with children. Professional appearance also shows commitment and seriousness about the role.

[Samuel Rocha-Camarena]

We ask for examples of where they have worked. We also have them meet at the childcare and see how they interact with children and how children interact with them.

[Observer]

We gauge their passion and dedication through their application materials and answers to interview questions. Can they provide an example of something that happened in their classroom that they were proud of? We also conduct 3-hour working interviews to see if the candidate tries to engage with the children and implements basic best practices.

[Trainer]

Great insights. Using application materials and real-life examples during interviews effectively highlights a candidate’s commitment. The 3-hour working interviews are an innovative approach to assess engagement and practical skills! Thank your for sharing.