Lead Teacher Interview Questions
"Lead teachers are hired for their outstanding teaching and leadership skills which connect administrators, parents, and other teachers. In an interview context, employers focus on ""what-if"" scenarios that you may encounter on a day-to-day basis. Think about the different ways you address a difficult parent versus a difficult child. To ace your interview, show that you are passionate about childcare by describing how your prior experiences reflect upon why you love working with children."
What would you do if a child misbehaves?
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hit it
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Redirect the child's attention.
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Calmly and firmly explain the consequences if they don't behave and be positive about the good things. Less
How would you handle a "biting situation" in the toddler room?
1 Answers↳
Make sure that the child who was continuously biting was given age appropriate teething toys. Also be sure that the child was busy and engaged in an activity. If biting persisted, I would redirect child and try to engage fully in a new learning center. Less
Are you flexible???
4 Answers↳
Yes
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Yes, I am flexible Flexibility is the quality that will allow us to make accurate judgments at the moment of a cognitive or reflexive evaluation in the classroom, this allows us to qualify the knowledge, instead of quantifying them Less
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Yes
I refused to sign the medical release subsection in the application subsection or document and was dismissed from candidacy.
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The ADA places restrictions on employers when it comes to asking job applicants to answer medical questions, take a medical exam, or identify a disability. An employer may not ask a job applicant, for example, if he or she has a disability (or about the nature of an obvious disability). An employer also may not ask a job applicant to answer medical questions or take a medical exam before making a job offer. An employer may ask a job applicant whether they can perform the job and how they would perform the job. The law allows an employer to condition a job offer on the applicant answering certain medical questions or successfully passing a medical exam, but only if all new employees in the same job have to answer the questions or take the exam. Once a person is hired and has started work, an employer generally can only ask medical questions or require a medical exam if the employer needs medical documentation to support an employee's request for an accommodation or if the employer has reason to believe an employee would not be able to perform a job successfully or safely because of a medical condition. The law also requires that the employers keep all medical records and information confidential and in separate medical files. Less
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The medical record information release (HIPAA) form allows a patient to give authorization to a 3rd party and access their health records. The release also allows the added option for healthcare providers to share information. A medical release form can be revoked or reassigned at any time by the patient. Under the law, an employer may not ask disability-related questions and may not conduct medical examinations until after it makes a conditional job offer to the applicant.3 This helps ensure that an applicant's possible hidden disability (including a prior history of a disability) is not considered before the employer evaluates an applicant's non-medical qualifications. An employer may not ask disability-related questions or require a medical examination pre-offer even if it intends to look at the answers or results only at the post-offer stage. Although employers may not ask disability-related questions or require medical examinations at the pre-offer stage, they may do a wide variety of things to evaluate whether an applicant is qualified for the job, including the following: * Employers may ask about an applicant's ability to perform specific job functions. For example, an employer may state the physical requirements of a job (such as the ability to lift a certain amount of weight, or the ability to climb ladders), and ask if an applicant can satisfy these requirements. * Employers may ask about an applicant's non-medical qualifications and skills, such as the applicant's education, work history, and required certifications and licenses. * Employers may ask applicants to describe or demonstrate how they would perform job tasks. Once a conditional job offer is made, the employer may ask disability-related questions and require medical examinations as long as this is done for all entering employees in that job category. If the employer rejects the applicant after a disability-related question or medical examination, investigators will closely scrutinize whether the rejection was based on the results of that question or examination. Less
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Under the law, an employer may not ask disability-related questions and may not conduct medical examinations until after it makes a conditional job offer to the applicant.3 This helps ensure that an applicant's possible hidden disability (including a prior history of a disability) is not considered before the employer evaluates an applicant's non-medical qualifications. An employer may not ask disability-related questions or require a medical examination pre-offer even if it intends to look at the answers or results only at the post-offer stage. Although employers may not ask disability-related questions or require medical examinations at the pre-offer stage, they may do a wide variety of things to evaluate whether an applicant is qualified for the job, including the following: * Employers may ask about an applicant's ability to perform specific job functions. For example, an employer may state the physical requirements of a job (such as the ability to lift a certain amount of weight, or the ability to climb ladders), and ask if an applicant can satisfy these requirements. * Employers may ask about an applicant's non-medical qualifications and skills, such as the applicant's education, work history, and required certifications and licenses. * Employers may ask applicants to describe or demonstrate how they would perform job tasks. Once a conditional job offer is made, the employer may ask disability-related questions and require medical examinations as long as this is done for all entering employees in that job category. If the employer rejects the applicant after a disability-related question or medical examination, investigators will closely scrutinize whether the rejection was based on the results of that question or examination. Less
She didn't ask any questions to see how I would be as a teacher. Most unexpected question was "Did you bring your resume?" It was submitted with the online application. Why would I bring another copy when she can just print it out?
3 Answers↳
Why would you not bring a copy or two?
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I can't believe you're surprised they asked you? Even if they didn't ask you, you should have brought it anyway. You expect them to print it out for you or go and reopen your online application to find the attachment. Get it together! Less
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I can't believe you even had this happen- of COURSE you bring your resume! Why on earth wouldn't you???? It shows you are prepared and ready. Less
