There are few things more nerve-wracking than attending an interview. 

We worry about what we should wear, what time we need to leave at, what questions we might be asked and whether the other candidates will be better than us. But in all honesty, once we set foot through those doors what happens next is anybody’s guess.

The only thing that we can focus on is how we perform, how we come across and doing the best that we can to convince the panel that we are the person that they’re looking for. 

If you’ve not had an interview in a long time or you’re preparing for one right now and want to make sure you’ve got your bases covered, then this blog post is for you.

As an experienced interviewer, I’m going to share with you some of the things that I look for and have trained other interviewers to look for outside of the 45 minutes that you’re sat in front of the panel. 

Whilst some of these might seem like small things, put them together and they add up to either a good impression or a bad impression. Sure, you want to be a memorable candidate but make sure that it’s for the right reasons!

1. Presentation

Beyond the obvious, in terms of whether you’ve dressed appropriately for the day, we’re going to be checking out your body language. We’re going to be looking for whether you make eye contact with us when you introduce yourself, whether you smile and whether you’re giving off good energy. No, I’m not going woo-woo on you! I mean, are you presenting as someone that’s happy to be here? Good recruiters don’t judge people for being nervous, but they will be able to tell if you’re positively engaged in the process the moment that they meet you. Show them you’re invested in the opportunity or they will feel you are wasting their time.

True story…

Unsurprisingly, the worst impressions I’ve had of candidates have been within the first 30 seconds. I’ve seen them slouched on chairs, had them chatting away on their phone and refusing to hang up and even ignore me completely to watch what was going on behind me as I introduced myself. As a recruiter, it’s difficult to shake these first impressions and it means that these candidates have to work a lot harder throughout the day to recover from this, even if they don’t know it.

2. Preparation

Candidates who’ve done their homework and ask insightful questions make an impact. Those who make reference to our organisation when they answer questions during their interview impress us. So do candidates who bring along everything that we’ve asked them to; identification, qualifications etc. By doing your research and providing any additional information we need you show that you are prepared, that you’re well informed and that you pay attention to detail.

True story…

I’ve had candidates who have not only arrived late but have then gone to great lengths to bemoan their commute. They’d say things like ‘wow, I didn’t realise it was this far away’. It might seem obvious to most of us, but they clearly didn’t check out our location or Google Map their route beforehand. Any candidate who said this basically told me that they were already having doubts about working for us and made me wonder that if they did accept the job, how long they would stay.

3. Attitude

What we don’t openly tell you (but you should assume) is that we’re watching you for the entire time that you’re in the building. Ok, maybe not the entire time – you’re safe in the toilet – but everywhere else, you’re under observation. It’s important that you treat everybody that you come across as a potential interviewer. Ensure that your behaviour and attitude throughout the day is consistent with how you present to the panel.

True story…

I’ve had candidates be rude to the Receptionist, throw a tantrum at the ICT Technician who was trying to help them log on to a laptop and even talk openly on the phone, negatively, about the interview day. The panel got to hear about it and of course, they took this into consideration during their deliberation.

Why these things are important…

All these things are hard to measure, and they’re not covered in the person specification. But when it comes to looking beyond what can be measured, we’re going to start considering who would be a good fit in our organisation. How you conduct yourself throughout the day shows a lot about the type of person you are and what your values are. As recruiters, if we’re stuck between two candidates who have performed equally well, we’re ultimately going to pick the candidate who we feel can not only work with us best but also represent us and what we stand for.

With all the above being said, I don’t want you to think that if you’ve forgotten your ID you’ve blown it. Or if you’ve had to take a call from your boiler repairman at an inconvenient time that we’re going to write you off. How you manage any hiccups throughout the day also tells us a lot about you. So be open, be honest and be professional.

One final thing that you should remember is that you are interviewing us too. If you show up for an interview and you’re greeted by someone who doesn’t make you feel welcome, if staff are rude to you or if the day is completely chaotic, this will tell you a lot about how the organisation operates and will give you an insight about what it would be like to work there. Again, issues crop up – printers don’t work, a panel member might have been replaced at the last minute or a meeting room might have been double-booked. Watch how we handle it and you will learn a lot about us too!

This blog is part of a series – to read my other posts about how to decide if you’re in the right job, mapping your career path, choosing the right CPD and writing a stand-out application, click here.

Like what you’ve read? Subscribe to this blog by clicking here.

P.S. Have you joined The Business of School Leadership Facebook Group yet? For practical support, advice, tips, tools & guidance about all things school leadership, join us in the community by clicking here.

In all the roles I’ve had in education in the last decade, I’ve led on recruitment. I’ve recruited Executive Leaders, Headteachers, Senior Leaders, Support Staff and temporary staff.

Whilst the roles and job descriptions vary, the application process does not. I must have read thousands of application forms over the years and whilst some have been amazing and even a pleasure to read, many have had me banging my head off the desk.

If you’re considering applying for a new job or are in the process of writing an application, then this blog post is for you.

Here are my top 7 tips for writing a quality application. By taking note of these, not only will you increase your chances of getting an interview, you will also help those who manage recruitment in schools and MATs stay sane!

1. Do your research

Before you start writing your application, ensure that you:

• Read the advert, job description and person specification carefully and thoroughly
• Look at the website to learn more about the organisation
• Research the structure of the organisation and the governance arrangements
• Check the latest Ofsted report and performance tables
• Google the name of the organisation (and its leader) and see what comes up
• Research the community they serve as well as their partnerships, collaborations and affiliations with other stakeholders

All of the above will help you to understand the organisation you’re applying to work for as well as where your role fits in the broader picture. 

2. Arrange a visit 

Visit the organisation before you submit your application. This is especially important for leadership roles. It may save you time in the long run and you will learn so much. Before your visit, make sure you use your research to draft some questions to ask when you’re there. The aim of a visit is to find out more about the organisation as well as see what it’s like in action. Is it somewhere you can see yourself working? What are the people like? How does it feel? If you don’t like it, you’ve not wasted your time writing an application. If you do like it, the insights you gain will help you to write a stronger application. Win-win!

3. Do exactly what you’re asked to do

Wherever there is a box on an application form, always write something in it; even if it’s N/A. It shows that you’ve read the form thoroughly and it doesn’t leave recruiters wondering if you left a box blank accidentally. If they ask for online applications, submit it online – don’t post it. If they specify a format for an answer, use it. If they ask you to keep your answers to a specific length, do it. By completing the application correctly, you’ll not only demonstrate your ability to follow instructions but also the recruiter will be very grateful! 

4. Personalise it

Filling out applications is time-consuming. The education sector does not do enough to make it easy to apply for jobs, especially if you are applying for multiple jobs simultaneously. This is why you need to be savvy in terms of personalisation and structure. All recruiters have to judge you on at this stage, is what you write on that application so, as small as these things may seem, they matter a lot. Recruiters will make a judgement about you if you address your application to the wrong person or leave in references to the last organisation you applied to. When recruiters read your application, you want them to feel that you’re invested in getting this job, not just a job. It’s harsh but it’s true; if you slip up on this one or you write an application that is clearly copied and pasted (they can tell), then you could be bumped down the shortlist. 

5. Structure it

Recruiters learn the most about applicants from their ‘personal statement’. The first few pages of the form are to check that you meet the basic requirements in relation to education, qualifications and suitability. The personal statement is what truly differentiates you as a candidate and can be the difference between your application being selected or tossed to the side.

Make sure that your personal statement:

• Outlines your knowledge, skills and experience in a way that directly relates to the role and person specification – before you start writing, map out the criteria and write some bullet points for each area to ensure that you don’t miss anything 
• Is written in a way that is easy for recruiters to tick off the criteria listed in the person specification – they don’t want to spend time hunting through pages and pages of narrative. They shouldn’t have to try to figure out whether what you’re saying matches the person they are looking for. You should make it abundantly clear. (Also, if you structure your personal statement carefully, you’ll find it easier to personalise and edit it for other applications)
• References your experience explicitly and specifically – some applicants think that it is enough to say that they meet the criteria without demonstrating how, or fill the page with broad, vague statements. Be specific about what you’ve done, how you did it and what impact you had so there is no room to question your expertise or credibility as a candidate.
• Uses your research to best effect – whilst maintaining your focus on the role you’re applying for, look for ways to incorporate other skills and experience that may be relevant but not explicitly referenced on the person specification. If you know that literacy is an issue and you have previously led a successful reading initiative, then talk about it. If you know that finance is an issue and you’ve got experience in bid writing or fundraising, talk about that too. This attention to detail and ‘marrying’ of your skillset with their needs will help to set you apart from other candidates and make you more memorable. Just be mindful not to get too carried away or stray too far from the core role.

6. Express yourself appropriately

When we read personal statements, we want to get a feel for what you’re like as a person. But remember, there is a fine line between showing personality and showcasing yourself like you’re on a shopping channel. Keep adjectives to a minimum, don’t use slang and don’t go off on a tangent. Be enthusiastic, confident and specific. It can be tempting to throw everything at it but hold something back for the interview. You want recruiters to read your application and see not only that you are appropriately qualified and experienced but that you’re an interesting person that they’d like to find out more about. 

7. Proofread it

Recruitment season gets crazy I know, but try and give yourself at least enough time to write your application and put it away overnight before proofreading and editing. When you stare at something for too long, you lose your objectivity and typos, missing words and rogue capitalisation can slip past you. Read your application out loud to yourself – maybe even record yourself reading it. This way, you can catch any awkward sentence structures and disjointed statements. If you feel comfortable and you have time, ask someone else to proofread it for you, not only to make sure you haven’t missed anything obvious but also to give you some objective feedback. 

This blog is part of a series – to read my other posts about how to decide if you’re in the right job, mapping your career path, choosing the right CPD and how to make a good impression at interview, click here.

Like what you’ve read? Subscribe to this blog by clicking here.

P.S. Have you joined The Business of School Leadership Facebook Group yet? For practical support, advice, tips, tools & guidance about all things school leadership, join us in the community by clicking here.

When I work with school leaders, this is one of the most common questions I get asked.

I’m always careful how I answer as there are so many variables in the CPD equation that it would be all too easy for me to give the wrong advice. 

Instead, I ask a series of questions until it’s clear to them what options they have and what the benefits and risks of each of these may be.

If you’re committed to your CPD but you’re not sure how to move forward, then this blog post is for you.

Below, are the three main questions that will help you determine your goals and learning preferences as well as assess the practicalities you should consider when undertaking any form of CPD activity.

Ask yourself:

What am I looking to gain from undertaking CPD? Is it to:

1. acquire or develop a skill?
2. gain or deepen my knowledge?
3. achieve accreditation? 
4. progress my career?
5. build credibility?
6. meet the requirements of my employer?
7. meet compliance requirements?

What is my learning style and preferred learning environment?

1. In a classroom?
2. In a large group?
3. In a small group?
4. One-to-one?
5. Online?
6. In my workplace, on the job?
7. In a highly structured environment?
8. In a more flexible, informal environment?
9. By digging in and learning over time?
10. In quick, short, sharp doses?

What investment am I prepared to make?

1. Am I limited by budget?
2. Am I going to pay for it or is my employer?
3. If my employer pays, will I be bound by any terms and conditions?
4. How much time do I have to undertake the CPD that I need?
5. Do I have the time to invest?
6. Will I have to make compromises in terms of work/life balance, family time or finance? Is it worth it?
7. What happens if I don’t achieve what I intended?
8. Will my employer support my CPD activity?
9. Will they be flexible in terms of time and workload?
10. Is the investment going to be worth it in the end?

One final question I would urge you to consider is:

Am I selecting the right form of CPD to help me achieve my goals?

There isn’t a right or wrong way of learning and what works for someone else may not work for you. You just need to make the best, most informed decision for you.

There is so much choice out there for school leaders when it comes to CPD. If you’re overwhelmed by options, limited by budget or are simply looking for new CPD ideas, then I’ve got something that might help.

I’ve put together a CPD Menu that has 25 CPD suggestions with guidance on budget, learning styles and benefits.

Take some time to work through the menu along to structure a CPD plan that will work for you. This may mean one activity, this may mean several. 

Just remember; that you don’t have to do everything simultaneously. 

Put one foot in front of the other and set off in the direction you choose. A small amount of constant progress is just as valid as a race to the finish.

This blog is part of a series – to read my other posts about how to decide if you’re in the right job, mapping your career path, writing a stand-out application and how to make a good impression at interview, click here.

Like what you’ve read? Subscribe to this blog by clicking here.

P.S. Have you joined The Business of School Leadership Facebook Group yet? For practical support, advice, tips, tools & guidance about all things school leadership, join us in the community by clicking here.

Where do you see yourself in 5 years?

If the thought of answering this question brings you out in a cold sweat, then this blog post is for you. With a little mental adjustment, this question will kick-start your brain, so it starts fizzing with possibilities.

As someone who once lied during an interview when asked this question rather than admitting I honestly didn’t know, the irony of me writing this does not escape me. 

However, my advice to you with the benefit of hindsight is that this is a question that we should be asking ourselves as part of our ongoing professional development – and ideally before we’re being interviewed. 

Many people say that not having a career-map is like setting off on a journey to somewhere you’ve never been without using your sat-nav. Sure, you’ll probably get there eventually but you’re going to hit some dead-ends, roadblocks and maybe even end up circling back on yourself a few times before you do.

My advice is this. Set your destination in your sat-nav but be open to detours along the way. Take the scenic route, have an over-night somewhere and maybe, if you learn about a more appealing destination along the way, reprogramme your route and have an adventure. 

Looking back on it now, this is how I would describe my career path. I did not think when I was a PA sat in my office typing letters for the Principal, that I would eventually become a Chief Operating Officer; let alone be doing what I’m doing now! 

My final destination was not set but I was definitely on a route to… somewhere!

So, how did I make decisions about accepting a new responsibility, taking on a new role or moving organisations?

First of all, I made active choices. Who I am today is all down to the choices that I’ve made in the past, not only about the things I did but the things I didn’t do too.

I know that making choices can be scary, especially when you feel comfortable doing what you’re doing now. I took on responsibilities that I didn’t fully understand, I took jobs before I felt ready to take them and I spoke up even though I wasn’t sure if I was saying the right thing. 

But by taking action and keeping moving, even when I wasn’t sure what lay ahead, I learnt more about myself than I ever thought possible – even when I got it wrong.

‘Success is a journey, not a destination. The doing is often more important than the outcome.’ Arthur Ashe

Here’s my advice to you when it comes to mapping out your career and how to make the best decisions you possibly can:

It Starts with You

Before you can decide on the right thing for you to do, you need to, first of all, understand you.

Ask yourself:

1. What do I stand for?
2. What are my values?
3. What motivates me?
4. What makes me want to get out of bed and go to work?
5. What do I love to do?
6. What do I hate doing?
7. What am I not good at and do I want to get better at it?
8. What type of work environment suits me best?
9. What level of challenge and pressure am I comfortable with?
10. What kind of organisation do I want to work for?
11. What is my next logical step and is it one I’m ready – and willing – to take?
12. Do I have more than one option – and if so – when do I need to choose?

Make A Plan

Whether you’re looking five years, one year or one month ahead, you’re still going to need a plan. 

Ask yourself:

1. What is it that I want to achieve?
2. What role will suit my skills and aspirations best?
3. Where do I see myself in ‘x’ years or months?
4. What does progress look like to me?
5. Do I want to move up, across or into a whole new area altogether? 
6. How can I prepare for this progression?
7. What knowledge and skills do I need that I currently don’t have?
8. How can I create opportunities that will bring me closer to where I want to be?
9. How will I know when I’m ready?
10. How can I test whether the plan I have is one that I should follow through?

Test It Out

Before you commit to a specific path, identify people in your network who are the most experienced and qualified to give you feedback on your plan. If you want to become a CEO, do you know any CEOs who would be willing to have a chat with you? If you’re looking at moving into a Senior Leadership position, are there any Senior Leaders or Headteachers that you know that would be happy to meet up for a chat over coffee? Also, consider speaking to experienced recruiters. This will give you great insight as well as potentially open up future possibilities.

This is what you want to know from them:

1. Based on your current position, do they think that your proposed career plan is realistic and achievable?
2. What insights can they share with you about the role that you’re considering?
3. What would they expect to see on an application form from someone who is applying for this position?
4. What else would they like to see on an application form that would make a candidate stand out?
5. What additional qualifications, if any, do they think would support your application?
6. What skills and experiences do they think would be helpful for you to develop and undertake that would strengthen your position?
7. What other advice can they give you that is specific to you, your starting point and your goals for the future?

Flesh It Out

Once you’ve considered all the advice you’ve received, it’s time to revisit your plan. 

Ask yourself:

1. Does anything I’ve heard make me want to change my plan in any way?
2. What action steps have become clear to me throughout this process?
3. Do I need to undertake any further research?
4. What milestones am I going to set for myself?
5. Is my timeline realistic?
6. What concrete steps do I need to take in order to move forward?
7. Are there any potential obstacles that I need to prepare for?
8. What support do I need and from whom?
9. What is the best way to match my CPD with my career plan?
10. Is my final plan still in keeping with my values and my aspirations?

Get Started

It doesn’t matter if your plan is finely detailed or broad brushstrokes. You now know what you need to do to move forward. 

Every time you complete a step or reach a milestone, check in with your plan. Does it still resonate with you? Are you moving at the pace you’d hoped? Has anything changed? Do you need to recalibrate?

Remember, by mapping your career plans, you are not committing to anything apart from moving forward. By setting your guiding principles and milestones, you’re allowing yourself to keep an open mind. 

And that’s the beauty of it… because who knows where you might end up?

This blog is part of a series – to read my other posts about how to decide if you’re in the right job, choosing the right CPD, writing a stand-out application and how to make a good impression at interview, click here.

Like what you’ve read? Subscribe to this blog by clicking here.

P.S. Have you joined The Business of School Leadership Facebook Group yet? For practical support, advice, tips, tools & guidance about all things school leadership, join us in the community by clicking here.