Certify, Blink, Hire: An Examination of the Process and Tools of Teacher Screening and Selection

decision-making process inherent with hiring career counselors who advise international students

“…Research by Terpstra and Rozell (1997) found that businesses rely on subjective assessments in the hiring process rather than established selection tools. This research is supported by a similar study conducted by Rutledge, Harris, Thompson, and Ingle (2008) on hiring decisions made in public education.…”

Perceptions of Female and Male Superintendents for a Middle School Principalship as Moderated by Sex and National Origin of Applicants

“…Candidate stimuli for screening decisions are paper credentials submitted by perspective applicants (Cable & Gilovich, 1998;Thoms et al 1999), and candidate stimuli for interviewing decisions are interpersonal interactions between an organizational representative and an applicant (Dipboye, 1992;Heneman & Judge, 2006;Liu & Johnson, 2006). No doubt, these sources of information vary not only in type of stimuli but also in richness of information provided for informed decision making at different stages of the selection process (Delli & Vera, 2004;Rutledge et al, 2008).…”

“…Beyond controlling for connotations associated with a given name and with a surname, other variables are held constant within the paper credentials of applicants (Rutledge et al, 2008;Papa & Baxter, 2008). Several variables are held constant to lend authenticity to our research protocol by embellishing the content of paper credentials for hypothetical applicants to reflect areas addressed in typical college placement files and to include variables reported to be of concern for organizational representatives when selecting employees in the public school setting (Rutledge et al, 2008).…”

“…Several variables are held constant to lend authenticity to our research protocol by embellishing the content of paper credentials for hypothetical applicants to reflect areas addressed in typical college placement files and to include variables reported to be of concern for organizational representatives when selecting employees in the public school setting (Rutledge et al, 2008). These include specific sections of the paper credentials pertaining to educational attainment, to a career objective, to past educational experience, to extracurricular involvement, and for reference information.…”

What Kind of Teachers Are Schools Looking For? Evidence from a Randomized Field Experiment

“…The resumes were generally sent by e-mail to the principal, headmaster, or other lead administrator of the school. 18 I obtained e-mail addresses of school administrators by searching through state directories, looking at school websites, and calling schools and directly asking for the principal's e-mail address without providing any information about the 17 The formal hiring process and the amount of discretion the principal has vary across school districts, although Rutledge et al (2008) explain that principals can find ways to circumvent the formal process even in cases in which the rules make it difficult for them to hire their preferred candidates. 18 Due to an apparent glitch with an e-mail add-in, for a small number of e-mails there is no record in the "sent items" folder of the e-mail actually having been sent.…”