Teacher recruitment is a continual challenge facing many rural high-needs schools. The researcher designed this quantitative survey study to explore superintendent and teacher perceptions of the effectiveness of teacher recruitment practices used in High Need/Resource Capacity Rural school districts in New York State and the use of Bolman and Deal's four frames of leadership in the recruitment decision-making process. The researcher developed an electronic survey instrument designed to collect data on superintendent and teacher perceptions regarding the effectiveness of teacher recruitment practices. There are 732 school districts within New York State, and within that total, 153 are categorized as High Need/Resource Capacity Rural districts by the New York State Education Department. A total of 52 superintendents and 161 teachers participated in this study. The results of the survey indicate that teacher recruitment was a concern for nearly all participating superintendents and teachers. Although concern was identified in most areas, a divergence existed among superintendent and teacher perceptions regarding which certification areas posed the most substantial recruitment concerns. There was strong agreement between superintendent and teacher respondents regarding recruitment in the Special Education certification area. Among the 11 financial, six non-financial, and 11 community recruitment practices across all of Bolman and Deal's four frames of leadership included in the survey, there was a continuum of effectiveness based on superintendent and teacher responses. However, in the majority of recruitment practices within this study, no statistically significant differences existed between superintendent and teacher perception regarding the effectiveness of recruitment strategies, and when differences did exist, teachers perceived the strategies to be more effective than superintendents. The results of this study suggest that superintendents should consider a blend of financial, non-financial, and community recruitment practices across all of Bolman and Deal's four frames of leadership to successfully recruit teachers to High Need/Resource Capacity Rural districts in New York State. Additionally, the results identified opportunities for superintendents to develop communication campaigns marketed to potential teaching applicants that highlight the positive relationships within their districts among the school, union, and community as a way to assist in teacher recruitment. Lastly, the results suggest that school administrator certification programs should consider an expanded focus on human resources to better prepare educational leaders to meet the challenges they will face recruiting teachers to fill vacancies within their organizations. [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.]