Questions a Headteacher Should Ask During an Interview
08 Jan, 20251-2 minutes
In this blog, you will learn:
- 7 questions a Headteacher should ask during an interview.
- Where the latest Headteacher jobs are and how to apply for them.
Busy preparing for your Headteacher interview? Knowing how to answer interview questions efficiently can be difficult, but it’s just as important for you as the interviewee to ask the right questions to show your interest and learn all you can about the school you might be working in.
If you’re applying for a Headteacher role, you most likely have experience delegating and working under pressure, but that doesn’t make interviews a walk in the park.
At the end of your interview, you will likely be asked if you have any questions, and you don’t want to be caught off guard. This is your opportunity to really stand out from the other applicants.
In this blog, we uncover what killer questions a Headteacher should ask during an interview and why they will increase your chances of success.
Questions a Headteacher should ask during an interview
Questions a Headteacher should ask during an interview:
- What are the school’s key priorities over the next 3-5 years?
- What do you see as the school’s greatest strengths and its biggest challenges?
- What measures are in place to support staff morale and wellbeing?
- What are the main areas of focus for staff development and training?
- How would you describe the dynamic between the leadership team and the teaching staff?
- Are there any significant changes or initiatives planned for the school in the near future?
- Are there specific initiatives in place to recruit and retain high-quality Teachers?
What are the school’s key priorities over the next 3 to 5 years?
As a Headteacher, this question is crucial to ask in the interview, as it can determine the trajectory of your career and your own goals over the next 3-5 years. This question also allows candidates to identify the school’s current priorities - such as budget, recruitment, or diversity - and assess how they can contribute to meeting those needs or advocate for them to be prioritised if necessary.
This question also demonstrates your interest in the role long term as well as the important achievements and growth of the school over the next 3 to 5 years. This helps candidates to set a goal and identify what areas of the school might need improvements or addressing.
What do you see as the school’s greatest strengths and its biggest challenges?
This question will help you to see if your goals and priorities align with the schools as well as areas of improvement and development. It also shows your genuine interest in the school’s success and reflects your desire to contribute positively.
Asking this question demonstrates that you are aware of one of the responsibilities of your role as a Headteacher and that there will be challenges and obstacles to address and overcome in your career. It also reflects a desire to understand the bigger picture and align with the school’s needs. The answer to this question can provide candidates with valuable insight so they can prioritise key issues and broader challenges in the education sector.
What measures are in place to support staff morale and wellbeing?
Like all employers, it is important for Headteachers to understand how they can help mental health in the workplace and to be aware of the importance of staff well being. Supporting staff well being and prioritising the mental health of all educators is crucial in a Headteacher position to ensure that staff are satisfied with their role and able to achieve a healthy work life balance.
By asking a question at the end of the job interview about staff wellbeing and how staff morale is maintained, candidates are able to demonstrate to the hiring manager that they are passionate about mental health awareness for educators.
It also provides them with the opportunity to determine how Teachers can be engaging and perform at their best which happens when staff well being and mental health is prioritised.
What are the main areas of focus for staff development and training?
Asking this question demonstrates the candidates commitment to staff growth and acknowledges the importance of staff development. It also gives candidates the opportunity to assess if their leadership style aligns with the school’s professional development goals. This question also helps them identify how they can support and enhance the initiatives currently in place to prioritise staff development and training.
By inquiring about staff training, the Headteacher demonstrates that they see the value in empowering Teachers and staff to thrive and that they might be able to provide opportunities to focus on staff development and training or identify solutions to address challenges in staff training.
How would you describe the dynamic between the leadership team and the teaching staff?
As a Headteacher and leader of a school, you will be expected to express interest in the working relationship of the teaching staff and leadership team, which is why it is important to mention it in your interview when you are given the opportunity to do so.
Asking a question to determine how school staff currently work together and how leaders currently delegate demonstrates to the hiring manager that you are interested in how individuals or departments work together to ensure smooth collaboration and a good company culture. It also helps candidates to determine if there are any steps needed to improve the leadership team or teaching staff.
Are there any significant changes or initiatives planned for the school in the near future?
This question provides the interviewee with the opportunity to learn about specific plans for the school in the next 12 to 24 months and how as Headteacher they can position themself to embrace or address the challenges.
This question shows that you are forward-thinking, strategic, and keen to understand the school’s direction. It paints a clearer picture of what the school is like and gives you - as the potential Headteacher - the opportunity to learn about the school's immediate vision and upcoming projects.
Are there specific initiatives in place to recruit and retain high-quality Teachers?
One of the biggest challenges for Headteachers is recruiting and retaining qualified and experienced teaching staff. Although Headteachers' level of involvement in the recruitment of staff varies depending on the size and governance structure of the school, they play a central role in retention.
This is a good question to ask as it provides you with the opportunity to explore the shortage of teaching staff as well as the way they are being tackled or issued in this school specifically.
Asking this question also demonstrates that you are aware of the challenges facing Headteachers and the shortage of teaching staff as well as the way they are being tackled or issued.
Headteacher jobs
If you’re searching for your next Headteacher position, why not take a look at the latest Headteacher jobs, or simply upload your CV to be notified when a relevant position becomes available.
Struggling to recruit a Headteacher?
As a specialist Headteacher recruitment agency, we support mainstream and SEND schools, Multi Academy Trusts, Alternative Provisions and Pupil Referral Units (PRU) with their recruitment needs.
If you’re struggling to fill a Headteacher vacancy, why not get in touch with one of our team to see how we can help?
- North of the UK - Jamie Heath
- South of the UK - Dane Matthews
Meet Jamie Heath
Who is Spencer Clarke Group?
Established in 2017, we’re a vibrant and progressive recruitment agency based in the heart of the North West.
We continually reimagine the recruitment process to challenge convention and defy expectations; from creating a better recruitment experience to remodelling employee engagement, we thrive off doing things differently and turning heads along the way.
We operate in two sectors:
In eleven specialisms:
Healthcare, Social Care & Nursing
Corporate Functions & Business Support
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