Districts should also make sure the salary differential between the two positions is sufficiently large to motivate teachers to take on the responsibilities of the principalship. The first step in conducting a principal search is to announce that there is a vacancy. Because the duties differ from district to district and school to school, Seyfarth suggests interviewing those who currently hold the position. Ask staff members, parents, and students to describe what they believe the school needs from their principal, Jones adds. An announcement that lists the special needs and characteristics of a school is more likely to attract good candidates, as well as increase the chances of selecting the right person for the job.
Many districts announce all vacancies to current employees.
Publications such as Education Week and newspapers should be considered, as well as state and national professional associations. Anderson argues that having a set of criteria for selection before beginning the screening process is vital to the success of the search process. Typically, screening is a two-step process. First, the personnel office screens resumes and applications for candidates who meet specific certification and experience standards. Next comes the more formalized step of paper screening of those candidates who pass the initial screening.