The individuals who apply to Teach for America aren't necessarily looking for a career in education. Although 85 percent of recruits finish their two-year commitment, only 36 percent are still teachers two years later.9.135 Goldstein, "Does Teach for America Work?"');" onmouseout="CloseReference();" >135That's not a negative to Teach for America, however, given that its mission is to influence the quality of education on a national scale. Alums can move the needle on that mission in administrative and policy roles, and the percentage that remain in the general education field is 60 percent.
Wendy Kopp sees an important role for the other 40 percent as well, noting, "I think the way to understand Teach for America is as a leadership development program. We need political leaders, policy makers, doctors, lawyers, and probably more business leaders than we are producing right now who actually understand what it means to successfully teach in this context."9.136 Damast, "Q&A: Teach for America's Wendy Kopp."');" onmouseout="CloseReference();" >136 Page 305
Relevant to that 40 percent, companies like Google, General Electric, Deloitte & Touche, and Goldman Sachs have partnered with Teach for America, offering job deferrals for individuals who want to teach before coming to work for them.9.137 Sellers, "The Recruiter." Gerdes, L.; and S. Asare. "Teach for America Taps Titans."
Bloomberg Businessweek, September 13, 2007, http://www.businessweek.com/stories/2007-09-13/teach-for-america-taps-titansbusinessweek-business-news-stock-market-and-financial-advice (July 21, 2013).');" onmouseout="CloseReference();" >137From the perspectives of those companies, the two years of service can help nurture the talents of their future employees, putting less pressure on their own selection, placement, and training programs. From the perspective of the individuals, Teach for America offers the chance to build their résumés while developing their strengths. It's that equation that helps explain the rise in applications to Teach for America, where earning a position is now as difficult as gaining entry into a top law school or consulting firm.9.138 Damast, "Q&A: Teach for America's Wendy Kopp."');" onmouseout="CloseReference();" >138With so many applicants, Teach for America can choose to be selective when hiring. Indeed,Glassdoor.comranked Teach for America among its 25 companies that give the toughest job interviews.9.139 Smith, J.
"The Companies that Give the Toughest Job Interviews." Forbes, July 26, 2012, http://www.forbes.com/sites/jacquelynsmith/2012/07/26/the-companies-that-give-the-toughest-job-interviews/ (July 21, 2013).');" onmouseout="CloseReference();" >139As Kopp explains, "We've done a ton of work trying to understand what are the personal characteristics that differentiate our most successful teachers. People think the higher the grade point average, the better. That is not the case.
We are looking for a set of personal characteristics that predict success, the first and foremost of which is perseverence in the face of challenges. We also look for the ability to influence and motivate others who share your values, strong problem-solving ability, and leadership."9.140 Damast, "Q&A: Teach for America's Wendy Kopp."');" onmouseout="CloseReference();" >140Of course, the longer Teach for America stays in business-and the more competitive its application cycle becomes-the more applicants can prepare for the process, not just the job. Indeed, one Teach for America alumnus has written a book that describes what the organization values and how to excel at its selection steps.9.141 Whitman, J. Destination: Teach for America. Philadelphia, PA: Pine Stress Press, 2012.');" onmouseout="CloseReference();" >141
Which Big Five dimensions does Teach for America's screening system seem to prioritize? Are there other dimensions that would seem relevant to the performance or commitment of teachers?
Moving beyond the Big Five, are there other personality traits or cultural values that would be helpful in a Teach for America position, or a broader career in education?
Consider the book that was recently written on how to excel at Teach for America's selection process. If you were a hiring manager at Teach for America and a recruit noted that she'd utilized that book, would you view that as a plus or a minus? Could the availability of such books make Teach for America's hiring process less effective?