The purpose of this study was to develop best practice standards for hiring public school teachers. This standard was developed from the available literature on recruiting, screening, selecting, and hiring high-quality teachers. The targeted and actual hiring processes of a case study district were compared to this teacher hiring standard. Administrative and teacher interviews, focus groups, survey responses, personnel hiring records, archival documents, as well as policy and procedure document analysis, served as the primary sources for the case study analysis. An industry standard including 26 components found in highly effective hiring systems was developed and used to assess the effectiveness of the case study district. These components were then distilled into ten best practices of Highly Effective Hiring Systems. They include: (1) talent management is institutionalized; (2) the district actively recruits through a well-defined network of high potential recruitment sources including partnerships with quality teacher preparation programs; (3) monetary and nonmonetary incentives and disincentives are carefully managed; (4) those involved in hiring are trained to be skillful; (5) the hiring process is structured, consistent, is timely and has continuity; (6) it is meritocratic and related to job responsibilities; (7) stakeholder perspectives are valued; (8) applicant data is triangulated horizontally and vertically; (9) measures of cognitive ability and subject knowledge sought; and finally, (10) hiring decisions are influenced by applicants demonstrating proficiencies in demonstrations, situational questions, and previous performance as a teacher. The results suggest that the targeted hiring practices and the actual hiring practices of the case study district were aligned in nearly all areas. The divide between the actual hiring practices and the research supported practices were most noteworthy in the areas of recruitment and screening. Remediation steps were recommended. This research may be useful to any school or district administrator who would like to analyze and improve his or her teacher hiring system as it provides a summary of best practice as well as a framework for a comprehensive analysis. It may also be of interest to those who may consider including teacher hiring systems as a component of an administrative preparation programs. [The dissertation citations contained here are published with the permission of ProQuest LLC. Further reproduction is prohibited without permission. Copies of dissertations may be obtained by Telephone (800) 1-800-521-0600. Web page: http://www.proquest.com/en-US/products/dissertations/individuals.shtml.]