Why do many schools struggle to find great teachers ?
Perhaps the problem isn't the shortage of teachers.
Perhaps the problem is how we hire teachers.
There's a famous quote:
"Never judge a book by its cover."
Yet many schools try to evaluate an entire teacher based on three things:
* A résumé
* A short interview
* A demo class
These methods certainly have value, but they are rarely enough to reveal what kind of teacher someone will become in a real classroom.
A student's academic growth depends on much more than how confidently a teacher speaks during a 20-minute demonstration.
A good teacher must:
* Help students understand concepts in ways they can relate to.
* Build multilingual classrooms where students can think and interpret ideas in their strongest language before gradually mastering academic language.
* Identify each student's learning gaps.
* Adapt teaching strategies for different learners.
* Guide students individually instead of teaching everyone in exactly the same way.
These qualities cannot be measured in a single interview or a single demo lesson.
They become visible only after observing a teacher across different academic situations over time.
I believe schools should adopt a multi-stage hiring process, similar to how many organizations evaluate professionals before confirming them permanently.
### A possible hiring model
Stage 1 – Demonstration Period (15–30 days)
Observe:
* Lesson planning
* Classroom presentation
* Student engagement
* Communication with colleagues
* Professional attitude
If the teacher demonstrates potential...
Stage 2 – Guided Training (2–3 months)
Evaluate whether the teacher can:
* Conduct assessments effectively
* Interpret assessment data
* Integrate co-curricular activities
* Accept feedback and improve continuously
If the progress is promising...
Stage 3 – Extended Internship / Probation (6–12 months)
Now schools can evaluate what truly matters:
✔ Can the teacher improve individual students after assessments?
✔ Can the teacher complete the syllabus without compromising conceptual understanding?
✔ Can the teacher maintain classroom discipline while building trust?
✔ Can the teacher contribute positively to the overall academic culture of the school?
This is where real teaching ability becomes visible.
Most new teachers already possess subject knowledge and professional qualifications.
What they often lack is practical classroom experience, not capability.
If schools invest in structured observation, mentoring, and gradual evaluation instead of relying almost entirely on interviews and demo classes, they may discover many capable teachers who would otherwise be rejected.
Great teachers are rarely identified in thirty minutes.
They reveal themselves through months of consistent teaching, reflection, adaptation, and genuine care for their students.
What do you think?
Should schools redesign their teacher recruitment process to focus more on long-term classroom performance than short-term interviews?
-Krishna Kunal
21st July, 2026
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Schools को बेहतर Teachers नहीं मिलते हैं... लेकिन क्यों ?
शायद समस्या Teacher Shortage नहीं है।
शायद समस्या Teacher Hiring Process है।
एक प्रसिद्ध कहावत है—
"Never judge a book by its cover."
लेकिन विडंबना यह है कि आज भी अधिकांश Schools किसी Teacher को केवल तीन चीज़ों के आधार पर परख लेते हैं—
📄 Resume
🗣️ Interview
🎓 Demo Class
ये तीनों आवश्यक हो सकते हैं, लेकिन क्या केवल इतने से यह तय किया जा सकता है कि कोई व्यक्ति वास्तव में एक अच्छा Teacher बनेगा?
मेरे अनुसार, नहीं।
किसी भी बच्चे का प्रदर्शन इस बात पर निर्भर करता है कि उसे Concepts कितनी गहराई से समझ में आ रहे हैं।
इसके लिए केवल Textbook पढ़ा देना पर्याप्त नहीं होता।
एक अच्छे Teacher को—
✅ बच्चों को उनकी First Language की मदद से Concept समझाना आना चाहिए।
✅ Multilingual Classroom बनाना आना चाहिए, ताकि बच्चे अपनी भाषा में सोचकर विषय को समझ सकें और धीरे-धीरे Academic Language में आगे बढ़ें।
✅ हर बच्चे की Individual Learning Gaps पहचाननी आनी चाहिए।
✅ अलग-अलग बच्चों के अनुसार अपनी Teaching Strategy बदलनी आनी चाहिए।
लेकिन ये सभी बातें 20–30 मिनट की Demo Class या एक Interview में दिखाई ही नहीं देतीं।
इनके लिए समय चाहिए।
इसीलिए मेरा मानना है कि Schools को Teachers की Hiring भी एक Structured Observation Process के माध्यम से करनी चाहिए।
### एक संभावित Hiring Model
🔹 Stage 1 – Demonstration Period (15–30 Days)
इस दौरान केवल Demo नहीं, बल्कि Teacher के—
• Lesson Planning
• Classroom Presentation
• Student Engagement
• Professional Behaviour
• Team Interaction
को Observe किया जाए।
यदि Potential दिखाई दे...
🔹 Stage 2 – Guided Training (2–3 Months)
यह देखा जाए कि Teacher—
• Students का Assessment कैसे करता है।
• Assessment के आधार पर Teaching में बदलाव करता है या नहीं।
• Co-curricular Activities को Learning से जोड़ पाता है या नहीं।
• Feedback लेकर स्वयं में सुधार करता है या नहीं।
यदि प्रगति अच्छी हो...
🔹 Stage 3 – Extended Internship / Probation (6–12 Months)
यहीं पर किसी Teacher की वास्तविक क्षमता सामने आती है।
इस दौरान School यह देख सकता है—
✔ क्या Teacher Individual Students को Improve कर पा रहा है?
✔ क्या वह Conceptual Learning के साथ समय पर Syllabus भी पूरा कर रहा है?
✔ क्या वह Classroom Discipline और Student Trust दोनों को Balance कर पा रहा है?
✔ क्या वह School की Academic Culture में सकारात्मक योगदान दे रहा है?
यहीं पता चलता है कि Teacher वास्तव में कितना प्रभावी है।
अधिकांश नए Teachers के पास Subject Knowledge और Professional Qualification पहले से होती है।
अक्सर कमी केवल Practical Classroom Experience की होती है, क्षमता की नहीं।
यदि Schools केवल Interview और Demo Class पर निर्भर रहने के बजाय Mentoring, Observation और Long-term Evaluation को Hiring Process का हिस्सा बनाएँ, तो उन्हें कहीं अधिक सक्षम और प्रभावशाली Teachers मिल सकते हैं।
महान Teachers आधे घंटे में नहीं पहचाने जाते।
वे महीनों की Classroom Teaching, निरंतर सीखने, आत्मचिंतन और बच्चों के प्रति समर्पण से पहचाने जाते हैं।
आपकी क्या राय है?
क्या Schools को Teacher Hiring Process में Long-term Classroom Observation और Mentorship को शामिल करना चाहिए ?
-Krishna Kunal
21st July, 2026
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