Casting for Talent in Jewish Education

 Casting for Talent in Jewish Education

 

Within a mile or so of my workplace in L.A. there are 13 talent and 9 casting agencies, as well as the Screen Actors Guild (SAG-AFTRA), the Writers Guild, the Directors Guild, and the Producers Guild. These people are, or represent, the “above the line” talent in a movie – they are the ones who most influence the creative process, and success, of a movie. Their salaries are negotiated before filming begins, and their combined, guaranteed payment is listed first on the budget, above everyone else.

 

In Jewish Educational settings we also, in our own way, have our “above the line” talent. We even use Hollywood language to describe them: we have Heads of School who are “rising stars;” administrators are always on the lookout for “talent;” parents want their children to have a “star teacher.”  We know that great “performances” ensure continued enrollment and employment.

 

One day, after hearing a Head of School bemoan the lack of good candidates for teaching positions, I happened to be driving by the SAG building. I began to wonder what, if anything, could be learned from Hollywood’s approach to interviewing (= auditioning) that could help us secure the best talent (in this case, teachers) for our schools.* 

 

What might teachers and administrators do to make sure our interview processes are respectful and successful? After some research about the audition process, here’s what I learned:

 

What do actors want casting directors to know?  Actual quotes:

 

·         Send us a lot of information in advance, so that we can prepare, and do our best.

·         Slowly introduce us to the people around the room so we’ll feel comfortable, and not rushed.

·         Recognize that we have been waiting – not just in the waiting room, but for several days - and we are anxious.

·         After the scene is done tell us what you liked about our performance. Don’t lie or exaggerate, but try to find something positive to give us some encouragement.

·         Encourage us to ask good questions.

·         We know from experience that the audition process is not at all analogous to what it’s like to being on a set…there’s a judgmental energy that affects our performance.

·         Be in touch as quickly as possible after the audition!

 

What do casting directors want actors to know?  Actual quotes:

 

·         We don't hire actors, we hire people…people who can act.

·         When it's close -- and it often is -- sometimes hiring decisions have to do with the person as much as the performance.

·         Remember you’ve been invited, you’re not gatecrashing. You’re here because we think you can bring something interesting. It’s yours to win, but you need to take responsibility for that.

·         We are your friends and for the most part we are normal people that want to be around other normal people. First and foremost, you want us to like you as a person.

·         What will not be beneficial to your acting career is if you are angry, hostile, bitter, sarcastic, rude, or desperate. It’s a small community – don’t get a bad reputation.

·         We need to know you’ve done your homework. Any actor auditioning must have read the whole play or script.

·         Sometimes, we may be looking for one type of actor to fill a role but, after auditioning several people, we may call upon someone else.

·         Don’t take any of this personally!

 

Before I began reading about the audition process I assumed it would be completely different from the world of education. What I found, however, is that it tracks very closely to what happens in school settings:

 

·         Both administrators and teachers have advance work to do. Be prepared. Get the big picture. Learn about the candidate/school. Don’t waste anyone’s time. “Take responsibility” for what you do.

·         There are contrived elements to the process (e.g. the model lesson), as well as genuine elements (preparation, interpersonal interactions, questions, impressions made) that are always a true reflection of who you are.

·         The subjective elements to the process are crucial and somewhat unpredictable; for teachers and administrators, it’s all about finding the right fit and making a connection. Schools don't hire teachers, they hire people…who can teach.

·         There is a need to show mutual respect: administrators to the candidates and their craft, and teachers to administrators who want to find the right person.

·         The process lives on beyond the hiring decision: “It’s a small community – don’t get a bad reputation.” This applies to the teacher, and to the school. Every interaction will be talked about…and remembered.

 

As schools continue to look for and select teachers, for this year and in the future, it pays to remember: finding teachers is an ongoing process that, if done well, positively affects administrators and teachers, and, ultimately, impacts students for years to come.

 

 

Rabbi Jim Rogozen

 

 

 

*You may ask: can a comparison even be made?  According to SAG, there are approximately twice as many actors than teachers in Jewish Day Schools, but many fewer actors than public school teachers. In addition, the average actor’s salary last year was $52,000 the median salary was $34,980, with half of SAG actors earning less than $30,000 a year. Some comparison to day schools (not to mention public schools) is, in my opinion, reasonable.

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