Interview Question Template - Educational Leader (Pedagogista)

Akidamy EducationalLeader Interview Form

Candidate Name: __________________________ Date: __________

Interviewers (Full Name): ___________________________

Part 1: Introduction & Drive

Goal: Assess career motivation and cultural fit.

1. Tell us about your journey in Early Learning and what brings you to Akidamy specifically.

Look for: Passion for the industry; knowledge of The Akidamy’s reputation.

2. This role is a "Jack of All Trades"—50% Educational Leadership and 50% Operational Management. How do you feel about stepping outside of programming to handle rosters, parent complaints, and compliance?

Look for: Enthusiasm for the variety, not hesitation about "admin work".

3. What are your views on work/life balance in a high-responsibility role like this?

Look for: Realistic expectations; ability to manage time without burning out.

Part 2: Pedagogy& Educational Strategy

Goal: Verify knowledge of Reggio/Pikler/RIE and ability to drive the QIP.

4. Our curriculum is grounded in Reggio Emilia, Pikler, and RIE approaches. Can you give a specific example of how you have implemented Pikler principles (e.g., respectful care routines) in a previous nursery setting?

5. We focus on "Inquiry Experiences" rather than standard activities. How would you mentor an educator who is stuck doing "cookie-cutter" art to move them towards enquiry-based learning?

6. We are moving to EarlyWorks. How will you engage ECTs and Educators to adopt this system enthusiastically and ensure they aren'tjust "ticking boxes"?

Part 3: The "2IC" & Operational Leadership

Goal: Confirm they can be the Nominated Supervisor and manage the business.

7. When the Director is away, you are the Nominated Supervisor. If an ECRU officer arrives for a random spot check, walk us through exactly how you would handle the first 15 minutes.

Look for : Confidence; knowledge of the Compliance Folder; checking ratios immediately.

8. You are responsible for rostering 2 weeks ahead. How doyou balance maintaining high-quality ratios with the need to minimizecasual staff costs to meet profit targets?

10. What are your IT skills? Specifically, how will you upskill yourself on systems like SmartCentral and Metronome?

Part 4: Practical Roleplays (Critical Assessment)

Exercise A: The "Tough Conversation" Roleplay

Context: You are the Educational Leader. I (the interviewer) am an Educator. I have called in sick 3 Mondays in a row, and my last performance score was a 2.3/5 (below the required standard).

Script for Interviewer: "Hi [Candidate Name], I know you wanted to see me. Look, I know I've been away a bit, but I'm just really tired, and honestly, I feel like the programming requirements are too high. I can't keep up."

Assess the candidate's response:

• Did they listen? (Empathy)

• Did they hold the standard? (Referencing the score/KPIs).

• Did they create a plan? (Not just accepting the excuse).

• Rating (1-5): _____

Exercise B:The "In-Tray" Crisis Management

Scenario: It is 7:30 AM. The Director is sick. You are in charge.

1. Two educators have called in sick; you are currently out of ratio in the Toddler room.

2. A parent is at the desk complaining that their "Reflections of Paedagogy" on EarlyWorks hasn't been answered in 2 weeks.

3. You need to submit the weekly roster by 10:00 AM.

Question: List your immediate actions in order of priority.

• Pass Criteria: Must prioritize

• Ratio/Safety (1) $\rightarrow$ ParentAcknowledgement (2) $\rightarrow$ Roster(3).

Part 5: Candidate Scorecard

Rate based on the interview performance against the role description.

Final Recommendation:

[ ] Hire for 2nd Round

[ ] Do Not Hire

[ ] Hire with Mentoring Plan (Specify: ________)

Interviewer Signature: _____________________