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© Plano Independent School District December 2010
Becky Wussow
Suzanne DrotmanPlano ISD HR Services
Data Driven Hiring Without the Halo Effect
© Plano Independent School District December 2010
What do you look for in a good hire?
• Brainstorm four qualities you
look for in a new hire
• Give one non-traditional
quality
© Plano Independent School District December 2010
Gallup TeacherInsight™
How many of you use TeacherInsight™
as a screener?
What is the function of the TeacherInsight™?
© Plano Independent School District December 2010
Percentage of Possible Points
Percentile Rank ofApplicant Pool
100-78 99-91
77-75 90-81
74-72 80-71
71-70 70-61
69-68 60-51
67-65 50-41
64-63 40-31
62-60 30-21
59-57 20-11
56-0 10-1
TeacherInsight™ Index
© Plano Independent School District December 2010
Gallup TeacherInsight™
• Search our application system for the
highest TI Scores
• Looking for Teacher Talent
© Plano Independent School District December 2010
What if TeacherInsight™ is below 68?
• Any score below a 68
required justification and
approval by our Area
Assistant Superintendents
• No data for decision
• What did that look like?
Guess…..
© Plano Independent School District December 2010
The halo effect is a cognitive bias whereby the
perception of one trait (i.e. a characteristic
of a person or object) is influenced by the
perception of another trait (or several traits)
of that person or object.
What is the Halo Effect?
An example would be
judging a good-looking
person as more intelligent.
© Plano Independent School District December 2010
Examples of the Halo Effect
• Substitute in my building
• New recruit from my alma mater
• Paraprofessional in my building
• Husband of one of my teachers
• Lives in my community
• Knows my community
• PTA member
• Knows my team leader
• Such a hard position to fill
• Going to be a coach too
• One of our graduates
• He/she fits into our team and…
is just like us!
© Plano Independent School District December 2010
How did we get a usable document?
• “Burr in our Bonnet”
• HR team review
• Review by executive leadership team
• Review by cadre of principals
© Plano Independent School District December 2010
Talent + Pedagogy Skills =
Higher Student Performance
Job Knowledge and Skills
Performance Characteristics
Interpersonal Skills
Manageability
Diversity
© Plano Independent School District December 2010
Skills That Drive The DataPath To Teaching
Certification
Overall GPA
College Hours in a Subject Area
Teaching Experience
References
Work Experience with Children
Student teacher
Former Student
Substitute
© Plano Independent School District December 2010
© Plano Independent School District December 2010
Share the Wealth
• Technology integration
• Interview assistant
• Information pre-populates
• PDF Report
© Plano Independent School District December 2010
Case Studies
Who is the best fit?
Decisions:
Data Driven v. Data Informed
Remember:
Some things are immeasurable!
© Plano Independent School District December 2010
Let’s Begin…
What are you looking for?
Do you have a candidate in mind?
How are you going to decide?
When will the interview take place?
Where do I find all of this information?
© Plano Independent School District December 2010
• Let’s Take a Closer Look
• Remember to Separate
• Highly Qualified
• Highly Qualified
Putting Ideas into Practice
© Plano Independent School District December 2010
Things to Look For
Path To Teaching = Preparation
Certification = Qualification
Overall GPA = Dedication, Work Ethic, Possibly Intelligence
College Hours in a Subject Area = Familiarity and Depth
Teaching Experience = Meet the Needs of Your Team/Campus/District
References = Measure the Immeasurable (some of it!)
© Plano Independent School District December 2010
What Did You Find?
Numerical Value?
Strengths?
Areas for Growth?
© Plano Independent School District December 2010
Questions?
Becky Wussow ([email protected])
Suzanne Drotman ([email protected])
