Aotearoa New Zealand Principal Eligibility Criteria (ANZPEC) Interview technique and sample interview questions

The Situational and Behavioural interview technique

This interview technique is designed to get a candidate to focus on their past performance in a similar situation.

One of the benefits of using this technique is the use of open questions, which will get the most informative response a candidate can give, drawing on their past experiences.

The STAR model asks candidates to describe a:

Situation – what was the situation they experienced - give the context of the situation.

Task – explain the task/s you were required to complete.

Actions they took – to achieve the tasks.

Result – what was the outcome? Describe the results of your actions.

It is the response to the open interview questions where the recruitment panel should be able to hear and identify the elements of the STAR.

When using the situational and behavioural technique, this should be communicated to the candidates before they are interviewed so they can be prepared.

Sample interview questions

Below are some sample STAR questions. These should not be considered an exhaustive list of interview questions.

They are designed to assist a board to carefully consider what they want to know from a principal candidate for their school, to kick start collective thinking and ultimately lead to an agreed set of appointment criteria for the interview phase of an effective and robust recruitment process.

We don't recommend using all the sample questions. Generally, you might agree on a couple of key questions from each section.

Once the interview questions have been agreed, the recruitment panel can use the NZSTA scoring matrix to score/assess candidates at the interview.

Time invested upfront in a recruitment process pays off.

Sample interview questions continued

We've used the ANZPEC Pou to provide sample interview questions designed to confirm and assure the employing board that a candidate meets the ANZPEC, and their board developed appointment criteria.

It is part of the overall due diligence and building of risk assessment into a robust recruitment process.

We have also provided sample questions a board can use for the board-developed appointment criteria.

Pou Tāngata

Leader of People

Give an outline of a time when you led by example to show integrity and credibility?

Describe a situation where you had to support staff and/or students' well-being?

Upon what basis do you believe school priorities should be established?

ASK EITHER:

Can you describe a time when you had to quickly develop positive relationships within the wider school community in a situation that could have become negative?

OR: Can you describe leading a team to achieve an outcome where there were conflicting agendas or different viewpoints?

THEN FOLLOW UP WITH:

How did you go about developing these relationships?

What different approaches did you need to use for the different people?

What do you need to be aware of in developing these relationships?

How were the relationships sustained over the long term?

How do you ensure staff, students, and the community understand and live the vision?

How would you maintain staff morale when going through change initiated by the government/ministry?

Share with us something exciting or innovative you initiated lately in your school that highlights your leadership ability? What impact did it have?

Pou Ako

Leader of vision for learning

What teaching techniques have you found to be most effective in helping all students achieve their full potential?

How would you motivate teachers so they will try new ideas?

Give us an example of how you have challenged established educational approaches in response to new evidence or learning?

What evidence can you give us from your personal experience that supports your ability to raise the academic proficiency of Māori and Pacifica students?

Give an example of how you have engaged with your community to benefit student learning, progress, and achievement?

Share with us your philosophy on e-learning. How will you ensure our school continues to move forward with effective e-learning practice?

Pou Tikanga Māori

A leader who brings Te Tiriti o Waitangi to life in the school

Tell us about how you have improved your te reo and tikanga Māori skills?

How have you brought Te Tiriti o Waitangi to life by engaging with and encouraging others?

How would you build relationships with local hapū and iwi?

Describe how you have respected and integrated mātauranga Māori and tikanga Māori in a school?

Pou Mahi

Leader of Operations

What type of written reports or proposals, such as budgets, Health & Safety, property, or those to do with human resources, have you done?

How have you ensured that these are timely and accurate?

Tell us about a time when you have had to balance the operational requirements with other aspects of leadership when under pressure?

What legislation, policies and procedures are needed to run a school?

As a board, we are looking for a principal who initiates ideas, sets an action plan, and can be relied upon to see this through to a conclusion.

Talk us through a recent project/initiative that shows your ability to ensure success.

Commitment questions

Given you may not have experience in [insert specific area of focus] we need to have confidence that you can evidence a commitment to [insert specific area of focus]

Tell us how you have shown commitment to [insert specific area of focus] and;

Can you describe how this might be achieved, reported, and monitored?

Risk Assessment based questions

Risk assessment is a normal part of the recruitment process and is woven through in several ways. It is critical that boards are incorporating risk assessment practice into any recruitment process within their school.

Page 31 of the Ministry of Education's Practical guide provides examples of risk-based assessment questions that can be incorporated into your selected interview questions.

NZSTA also has a useful article on Safety checking and Police Vetting, that we recommend you read.

Sample board developed appointment criteria questions

School Mission and vision

How will you co-construct a school vision and shared goals with the board?

What are the most important characteristics of an effective school?

What are the three most important goals you would want to reach in our school and why?

What skills and strengths as a CEO do you bring to the school board?

What do you perceive is the role of the board in the school?

How do you go about communicating the school's vision, purpose, and values?

Professional Insight

How would you encourage a teacher who is discouraged or underperforming?

As a school leader, what are your beliefs and your approach to managing student behaviour and school-wide student discipline?

How do you ensure children, parents and colleagues find you approachable?

Student Learning and achievement

How should students' educational achievement and progress be monitored?

Please outline how, as principal of our school, you will make best use of student achievement information and data throughout the year.

Please provide specific examples how you have used progress achievement information and data, and how this made a positive difference to improving student achievement outcomes.

What is your understanding of the principals of Ka Hikitia, and how will you, as principal, implement strong educational pathways for Māori students, and through this quality provision, also positively influence the education of all learners at our school?

How do you set and maintain (curriculum/delivery/student academic/social behavioural) standards in your school?

Teaching practice

Please tell us about your involvement in assisting with teacher reviews or programmes of in-class support:

What was the situation?

What approach did you use?

What were the strengths and weaknesses of the system?

What was the outcome?

How would you ensure there are shifts in classroom teaching practice so that teachers continue developing their capabilities and capacities?

Relationship management and conflict resolution

Inevitably a principal has to handle conflict. Share with us a situation where you have had to deal with conflict within a school situation.

What did you do?

What was the reaction of others?

What was the outcome?

How would you go about building and sustaining relationships with the wider communities for the mutual benefit of our school and the communities?

We are very keen to have our school leadership and management teams work collegially and effectively to positively influence the work of all staff across the school.

Please explain how you will make best use of the skills and strengths of these teams and how you will build the capacity and capabilities of the teams?