Evidence suggests teacher hiring in public schools is ad-hoc and often does not result in good selection amongst applicants. Some districts use structured selection instruments in the hiring process, but we know little about the efficacy of such tools. In this paper we evaluate the ability of applicant selection tools used by the Spokane Public Schools (SPS) to predict three outcomes: measures of teachers' value-added contributions to student learning, teacher absence behavior, and attrition rates. We observe all applicants to the district, both those who are and who are not hired. We find that the screening instruments predict teacher value-added in student achievement and teacher attrition, but not teacher absences. [This policy brief is based on "Screen Twice, Cut Once: Assessing the Predictive Validity of Teacher Selection Tools. CEDR Working Paper WP 2014-9," (ED610635).]