Provides lists of objective and subjective guidelines to use in choosing an applicant for a teaching position. (IRT)

Jefferson County Public Schools developed a survey instrument to learn from the applicant's perspective what new teachers had experienced during the hiring process and what they thought of the district's recruiting efforts. The goal was to determine the strong and weak points of the district's program and develop suggestions for improvement. (MLF)

Outlines some steps a district can take to find and select vocational education teachers from nontraditional sources. The people selected will be noncertified but experienced in their trades. (Author/IRT)

Recounts one school system's attempt to impose competency tests on its teachers and discusses the experience of other districts with standarized tests for teachers and teacher applicants. (IRT)

The difference between the performance of an outstanding teacher and that of an average teacher over a couple of decades can be immensely significant to a school district. Outlines a 10-step labor-intensive hiring procedure for hiring top teachers. (MLF)

For more than a decade, a principal of a large innercity elementary school in New Haven, Connecticut, convened a committee of parents and school personnel to interview candidates for positions as teachers and aides. About 50 persons were hired using this process, and all the teachers were successful. The interviewing process has since become…

Describes the six-step faculty-selection process used by Skokie 68 School District (Skokie, Illinois) to recruit the highest quality teachers: (1) recruitment; (2) screening interviews; (3) administrative team screening; (4) reference checking; (5) followup interviews; and (6) demonstration teaching. (LMI)

Incompetent teachers on the staff should be detected and helped. Teacher applicants should be screened to keep out those who are lacking in basic subject matter and literacy skills. (IRT)

Attracting top teachers to small school systems involves a different recruiting process: advertise widely, use telephone contacts, get there first, don't overweight interviews, do classroom observations, and keep up personal contact. (MD)

In summer 1999, a group of Park City, Utah, school administrators, personnel directors, human-resource specialists, and substitute teacher coordinators brainstormed on improving the recruitment, training, and retention of substitute teachers. Providing effective preservice and on-the-job training and professional recognition are key suggestions.…

The United States is facing a severe teacher shortage. One alternative for finding well trained teacher candidates is to look to Western European countries where a growing number of teachers are unemployed. Outlines procedures for hiring teachers from West Germany. (MD)

Through a partnership between the school district and business and industry in Prince George County (MD) a new teacher recruitment program was developed that is one of the most successful in the country. (MD)

Researchers have compiled clear, convincing evidence of what works in early childhood education. Intensive intervention in the early years can make a dramatic difference. To create early learning environments, schools should hire qualified teachers, keep classes small, engage children in learning, design room to grow, test gently, and involve…

A California school district, expecting 600 new students and only filling less than half of their 70 open teaching positions from usual hiring sources, took their teacher recruitment program on the road and around the country. Top flight teachers were hired at precisely the grade levels and subject areas needed. (MLF)