As with so many things preparation is key and thinking about the likely questions and working out your answers will not only build your confidence but will also help you decide if the school really is
the one that you want to lead.
Q. Why do you want this position? / Why should we appoint you?
- The obvious first question – “what is your vision for the school”?
- “How will your skills and experience allow you to lead the school forward successfully?”
- Avoid buzzwords and professional jargon, few of the governors will be educationalists
- Be honest; focus on your values and what you believe good education looks like.
Q. What are your observations from your tour of the school?
- Expect that everyone along the tour will be asked for feedback!
- Take care to remember the names of everyone you meet, reflect on what they say.
- Remember that there are always two sides to a story and don’t make any rash promises to address any issues that they may raise with you.
- Try and work the facts that they mention into your responses to the questions from the panel.
Q. How would you address the financial challenges impacting the sector/school?
- Read and understand the published accounts for the school.
- Once shortlisted it will not hurt to ask to see the current year accounts and the budget.
- Look for trends (pupil numbers, staff numbers, surplus, cash reserves) over the last few years and how these will impact on plans for new facilities and staffing.
- Make sure that you are aware of the wider financial pressures impacting the sector.
- Your current school’s bursar/school business manager will probably also be able to talk about sector issues with you.
Q. What do you expect to be paid?
- Often the ‘million dollar’ question (excuse the pun!) for candidates who do not wish to either sell themselves short or price themselves out of an appointment that they want.
- For charitable schools the accounts will provide a good indication of what the current head is earning at this and similar schools.
- Adverts for similar positions will also sometimes provide an indication of anticipated salary or the recruitment consultant may be able to help.
- Try to avoid this potential issue until you have been offered the position.
Q. If appointed, what would you do in your first half term?
- Don’t try to be too specific – the board may well have ideas about areas that they want to be addressed.
- At the same time do not be too vague.
- Explain how you would quickly establish relationships with all stakeholders.
- Describe the steps you would take to instil and promote your core values and beliefs; how you would identify strengths and begin to form plans to address weak areas.
However the interview goes, do ask the recruitment consultant/the school for feedback so that you understand where you answered well and which areas you need to work on… and finally, GOOD LUCK!
