DSST Public Schools
Reference Check Questions
Reference Process:
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Check 3 references:
o A current colleague
o Director/Supervisor (Department Chair, Assistant Principal)
o School/Organizational leader
o If additional references are needed to do questions/concerns, a fourth reference
should be called that is not on the candidate’s original reference list. The
interviewer should determine who would be the best reference to shed light on the
questions/concerns.
o If a candidate comes from a teacher preparation program (TFA, TNTP, schools of
education), the program coordinator who worked with the candidate should be
substituted for the current colleague.
Always talk to the references via phone
Letters of reference can be reviewed, but do not substitute for in-person reference checks.
A candidate always has weaknesses. Require references to identify at least 2 weaknesses
and not duck these questions.
Reference checks should occur prior to the on-campus Round 2 interviews and after the
first round interview for highly rated candidates and after Round 2 for candidates who we
are unsure of.
At the candidate’s request, reference checks can be delayed until right before the offer if a
candidate is concerned about her/his relationship with current organization.
Standard Questions:
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What is your work relationship with the candidate?
What are the candidate’s greatest strengths as a teacher?
What are the candidates’ greatest weaknesses as a teacher?
How has the candidate demonstrated measurable student achievement growth?
What kind of learner is the candidate?
How does the candidate respond to feedback?
In terms of absolute performance, where does the candidate fall in comparison to her peers
(TNTP core, TFA second year Corp etc..), Top 10%, 30%, 50%
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o What would the candidate have to get better at to be in the top 5 or 10%?
(depending upon where the candidate lands in the first question)
In terms of work ethic, where does the candidate fall in comparison to her peers (TNTP
core, TFA second year corp etc..). Top 10%, 30%, 50%
o What would the candidate have to get better at to be in the top 5 or 10%?
(depending upon where the candidate lands in the first question)
Would you re-hire the candidate if you had the opportunity to?
What else is important to know about this candidate that we have not already talked
about?
Alternative Questions: Other questions should be added as needed depending upon candidate
profile. These questions could include:
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A previous employer: Why did the candidate leave? Was she/he not asked back?
Is the candidate a strong member of his/her team? Do the openly contribute to the
organization beyond their own work to make the organization and those around him/her
better?
Has the candidate ever let you down in a significant way?