Districts spend thousands of dollars on computerized teacher screeners without knowing if they are identifying the most effective teacher. Hiring quality staff is one of the most important job functions of a principal, and many times a teacher screener score may eliminate an effective teacher. The current study examined the value of teacher screeners and their impact on hiring the most effective teachers. In this quantitative study, an analysis was performed to better understand the relationship between teacher screener scores and teacher evaluation scores. For this study, the researcher analyzed the relationship between teacher screener scores and evaluation scores in addition to the relationship between teacher screener scores of new teachers and experienced teachers. A correlation was not found between teacher screener scores and teacher evaluation scores. Based on the statistical analysis between teacher screener scores and teacher evaluation scores, there also was not a relationship. When exploring the strength and direction of teacher screener scores and evaluation scores, there was not a statistically significant difference between new and experienced teachers. The major theme that emerged was screener scores are not helping to identify the most effective teachers. This study was intended to provide valuable data that human resource managers and principals can use to formulate strategic plans that do not rely on a teacher screener to hire the most effective teacher. [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://bibliotheek.ehb.be:2222/en-US/products/dissertations/individuals.shtml.]