Evanston Township High School interview questions

I had been working with ETHS part-time for the better part of the last decade, so I was able to apply as an internal candidate with great connections to the faculty, administration, staff, and students. I started by applying online. After two weeks, I had a 45-minute phone interview with the hiring manager. I then received an invitation to come in for an in-person interview sometime the next week. The in-person interview was with the hiring manager and one member of the team. The interview lasted one hour. I received the job offer within 3 days. Up until this point, everything was going well. I was very impressed with the interview process. However, the offer stage was when everything fell apart. They first offered me a salary of just $63,000, almost 27% less than what my job at the time paid. After negotiations, they raised the pay to $66,000, still 23% less than what my job at the time paid. They emphasized the great benefits, including 25 PTO days and all school breaks, which admittedly are truly excellent. As if the salary offer was not insulting enough, the HR department only offered me ONE DAY (exactly 24 hours) to make a decision. I explained that I was waiting on another offer and asked for one week to decide - HR said no. After declining the full-time job offer, ETHS separated me from my part-time duties (one of which was under contract) WITHOUT INFORMING ME IN ANY WAY - not in writing, not verbally, and not in-person. For those interested in applying to ETHS as a non-union, non-management employee (anyone who is not a teacher, counselor, administrator, paraprofessional, etc.): I advise you to consider my candidate experience. For ETHS HR, please get with the times and start posting the salary range on your non-union job descriptions. Salary transparency does not only benefit candidates; it can also benefit you because you will avoid wasting time interviewing those who cannot afford to live on the salary you have budgeted.

Panel interviews, includes other persons in the department. Internal candidates have an advantage, external candidates have to be outstanding to gain a chance. The interviews use preselected questions and take turns to ask.