Especially in times when the supply of applicants is greater than the demand, competition for every new vacancy is greater. Such is the case with new postings for teaching positions. This is a very competitive job market right now and each applicant needs to stand out!
That must happen at the time you apply for the positions. Many colleges and other resources spend some time helping student teachers learn what to expect during interviews, but many graduates never get to that point.
Recruiters and administrators who screen applications assess the strength of each candidate based upon "what they know," and in most cases, all they know is what applicants share with them. Specifically, the application documents that are mailed or uploaded will be the sole source of information in most cases to determine whether the candidate's application will continue or not beyond the initial screening. And frankly, in the 30 seconds or so that many administrators take to make that first determination, most applications are placed aside.
So what is it, then, that school districts look for in cover letters and resumes? What is most important to them? What does an applicant need to say, how to say it, and WHERE to say it in the printed documents? What are the most valued experiences? Skills? Traits? And how do you share that?
Even an applicant with very strong achievements and documentation of success might not make the first cut if they do not communicate those desirable traits in a visible way or location. Frankly, if the "good news" is not seen - for whatever reason - then the "good news" is not read, heard, or known. In a flash, the application for a very strong candidate can be overlooked.
We address this subject at length for student teachers and recent graduates in the ebook, Pathway to Teaching. The author - a school administrator with much experience in the field - opens up to share what districts want with readers and suggests ways applicants can make certain that their application materials speak well for them. This is crucial during the screening process, because the applicants themselves are not present to speak for themselves.
This is perhaps the most difficult step of the process. Your application must be selected before you will be invited to schedule and interview.
Do not leave this up to luck, alone. Get your copy of Pathway to Teaching today and increase your visibility! Learn what districts are looking for, and then make them FIND YOU! We can help!
We wish you all the best in your job search!
Be Discovered. Be Needed. Be Hired.