The power of behavioural interviews in teacher selection

Finding the right educator goes beyond qualifications and experience – it’s about identifying candidates who align with your school’s values, teaching philosophy, and community culture. That’s where behavioural interviews come in. Unlike traditional interviews that focus on hypothetical questions or surface-level achievements, behavioural interviews delve into how a candidate has responded to real-life situations in the past, offering valuable insights into their future performance.

For international schools aiming to hire teachers who are not only skilled but also adaptable, collaborative, and committed, behavioural interviews can be a game changer.

What are behavioural interviews?

Behavioural interviews are structured around the idea that past behaviour is one of the best predictors of future performance. Instead of asking what a teacher would do in a situation, interviewers ask what they have done. Questions often begin with prompts like:

• “Tell me about a time when…”
• “Can you give an example of how you handled…”
• “Describe a situation where…”

Candidates are encouraged to use the STAR method—Situation, Task, Action, Result—to structure their responses. This approach not only keeps answers focused but also provides tangible evidence of the candidate’s capabilities.

Why behavioural interviews matter in international recruitment

International schools operate in complex environments that require more than just strong subject knowledge. Teachers must be culturally aware, resilient, and able to thrive in diverse communities. Behavioural interviews help schools assess these qualities more effectively than standard interviews.

They offer insight into how a teacher has:

• Adapted to new or unfamiliar environments
• Handled classroom challenges or difficult parent interactions
• Collaborated with colleagues from different cultural backgrounds
• Shown initiative or contributed to school-wide initiatives

By focusing on past actions, schools can better understand whether a teacher is likely to succeed in their specific context.

Structuring an effective behavioural interview

To get the most value from behavioural interviews, international schools should structure the process carefully. This includes:

• Identifying key competencies aligned with the school’s values (e.g. adaptability, teamwork, innovation, empathy)
• Developing open-ended questions that prompt detailed, story-based responses
• Training interviewers to probe for depth without leading the candidate

It’s also important to ask consistent questions across all candidates to ensure fairness and comparability.

Enhancing candidate selection with technology

Behavioural interviews are even more effective when paired with smart recruitment technology. Platforms like Tes Staff Management (previously known as Schrole Connect) allow schools to streamline the hiring process while maintaining a strong focus on candidate quality.

Schools can use pre-qualifying vacancy questions to assess alignment before the interview stage, then track and compare behavioural responses within the platform. This ensures every candidate receives a fair evaluation, and hiring decisions are based on clear, evidence-backed insights.

A smarter approach to teacher selection

In a competitive global market, choosing the right educators requires more than a strong CV. Behavioural interviews offer a deeper, more reliable way to assess a teacher’s fit for your school community. By focusing on past performance, schools can make more confident, informed hiring decisions.

Ready to refine your teacher recruitment strategy? Contact us today to learn how Tes Staff Management can support your school’s selection process with smart, efficient hiring tools.