School Bus Fleet

September 2014

A management & maintenance magazine for school transportation fleets

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Page 17 of 69

A supervisor in any type of job obvious- ly wants staff members with the nec- essary skills, but if an interview candi- date has a great attitude and you can quickly train him or her in a skill or two, could that be better than the candidate who can check all the boxes skill-wise but has an off-putting at- titude or is diffcult to work with? And how do you fnd candidates who are the best ft? Directors at districts such as Orange (Calif.) Unifed School District and Eugene (Ore.) School District 4J hire on average every year half a doz- en permanent drivers from substitute lists, and six to 10 substitute drivers, and rely on other staff members to help vet candidates with specifc, open-ended questions, in addition to reviewing resumes and cover letters. Chris Ellison, transportation manager at Eu- gene (Ore.) School District 4J, says his team frst checks resumes for experience with children, such as having been a teacher or worked in a day care center. "We pull more information out in an interview than what may come out on a resume or cov- er letter," he explains. "Somebody could have a fashy curriculum vitae, but it's only going to go so far when working with students." Since a resume may not provide vital information, such as whether an applicant is assertive, has a positive attitude and enjoys working with children, interviewing is a critical component of the hiring process. Pre-screening, taking a conversational tone, and picking the right interview team members help fnd the right ft. BY NICOLE SCHLOSSER, MANAGING EDITOR Beyond the Resume: 6 Tips for Conducting Effective Interviews 16 S C H O O L B U S F L E E T • S E P T E M B E R 2 0 1 4

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