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- Are there any gaps/quirks in the work experience? (Are there years not reflected? Did the person leave the educational field—if yes, for what? How many different jobs has the candidate had?—if there are many, is there a reasonable explanation given?)
- What reasons are given for leaving previous positions? When did he/she leave position(s)? (Mid-year? Why then?)
- Is the application signed? (Signature indicates that the candidate verifies everything is true and accurate.)
- If the candidate reveals a criminal conviction, is this conviction related to the functions of the job for which he/she is applying? (This is your judgment call, with your attorney's advice; if necessary…we cannot automatically discriminate based upon a criminal conviction.)
- If the candidate reveals a need for accommodation in the application process, are you able to verbalize how you aren't discriminating against that candidate if he/she isn't selected for an interview?
- Is the person certified? (Are they coming from a state/country that has alternative licensure and that state/country is the only place they have experience? Check the candidate's major—if it isn't education, it may be worth a phone call to the alma mater to find out if they licensed the candidate as a teacher.)
- Is the candidate just finishing his/her first or second year in the profession? (Ask prior district if candidate has "successfully completed" their probationary tenure or if he/she was given a third year of mentoring.)
- Are the references listed the candidate's principal/supervisor? (If not, ask yourself/candidate why NOT.)
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