The screening process for school districts may occur in several steps and may include many individuals. Particularly if the number of qualified applicants is high, reviewers for the district will be very discriminating.
Generally speaking, districts have priority goals, and the promise of each applicant for the teaching position will be measured against all of their objectives. These goals vary for each district and each position, so they can not be listed here.
However, in general terms, individuals who are invited to attend interviews have a high GPA and transcripts that reflect an unusual range or depth of electives related to the position, multiple certifications/experiences aligned with district priorities, personal and professional goals that match those of the district, evidence of success meeting the specific demands of the position, sociable team player who has evidence of high expectations, and one who is passionate about their role shaping the futures of all children.
There are other qualities, of course, but these are primary indicators of promise, and applicants who communicate these favorable qualities are most likely to be considered for interviews. Be certain to share how you will bring these traits, skills, and talents with you to their district in your cover letter and resume.
The screening process and further consideration of traits that districts are looking for are discussed fully in the e-book, Pathway to Teaching.
Be Discovered. Be Needed. Be Hired.