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Interest measurement has been accepted in the field of education by educators, psychologists, and guidance counsellors. It is also being introduced in the occupational fields. Among the various interest tests that were published, the Strong Vooational Interest Blank and the Kuder Preference Record are most commonly used. [...]

The purpose of this study was to examine the interview processes and techniques used in selected Indiana school corporations. More specifically, answers were sought to these questions:1. How are interviews presently conducted in selected Indiana school corporations to obtain pertinent information needed to select the most competent candidate for each position?2. How can interviews be conducted so that applicants can relate personal philosophy, preparation, and abilities in greater depth than the usual written confidential papers provide?3. What kinds of questions are asked the candidate which lead to information needed in making decisions for employment of teachers?4. How confident do personnel administrators feel when making judgments concerning the employment of potential teacher candidates?A questionnaire was developed to obtain information on the processes and techniques used by personnel administrators when interviewing teacher candidates. The study waslimited to school corporations having an administrator who spends half time or more in supervision and administering the personnel programs. The study was further limited tosixteen school corporations identified by Dr. Robert Cowan in his 1967 "Study of Personnel Administrators in Selected Indiana School Corporations."Questionnaire results from the sixteen selected personnel administrators were recorded in table form. Review of data led to the following conclusions:The initial teacher candidate interviews, in selected Indiana school corporations, were conducted by administrators with experience in supervising the personnel program. Personnel administrators generally spend at least thirty minutes in the initial teacher candidate interview. In addition, the optimum upper limit on the number of teacher candidates to be interviewed in succession would appear to be no more than four candidates.Personnel administrators indicated that the interviewee should do most of the talking during the initial teacher candidate interview. In an effort to achieve this objective, most administrators use a warm and friendly approach during the interview. Even if the interviewer is successful in putting the candidate at ease during the interview, no real depth of conversation can be achieved unless the setting allows freedom from outside interruptions.The director of personnel should be able to ask questions of the interviewee which reveal answers to questions that the applicant might not reveal in any other manner. More specifically, questions which solicit narrative answers would appear to be an effective method for obtaining information necessary to make intelligent employment decisions.Personnel administrators appear to be, at least moderately confident concerning personal ability to assess selected indicators of teacher competency. However, the administrators place greatest confidence in personal ability to judge personality, sense of humor, friendliness, enthusiasm, poise, and self-confidence.

This study is based on the assumption that there is a need for identifying, selecting, counseling, and developing teacher competencies and the recognition of the need for further studies in defining the good teacher. Such studies should contribute to more efficients methods of selecting and preparing teachers. The problem of selecting persons who are apt to make good teachers, and who have a reasonable high potential is of primary importance. By statistically selecting a brief battery of tests from a larger battery, thi study hopes to present the counselors at the College of the Pacific with a practical and usable battery of tests which will aid in their selection, counseling, and guidance of prospective teachers. The problem of this study is as follows: Is it possible to select from a large battery of tests a minimum selection of tests which will offer relatively the same information offered by the original battery?

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Digitized by Kansas Correctional Industries

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There is no abstract available for this dissertation.