American schools are struggling with a teacher shortage. School districts are filling vacant classrooms with substitute teachers, and more students are not receiving an education from certified teachers. The purpose of the study was to determine the relationship between a school district's recruitment strategies and the reasons applicants accept employment. Herzberg's motivation-hygiene theory and the work of Stotko, Ingram, and Beaty-O'Ferrall on moral, intrinsic, and extrinsic motivators formed the theoretical foundation. Two research questions that focused this study involved understanding the relationship between a school district's recruitment strategies and the reasons teachers accepted employment and the reasons teachers accepted employment based upon moral motivators. This cross-sectional quantitative study included a survey administered to teachers hired for the 2008-2009 school year. From the 736 teachers invited to participate in the survey, 275 teachers completed the survey. The survey included district- and job-related attributes. An analysis of variance (ANOVA) evaluated the mean differences between the independent variables, the school district recruitment strategies and the teachers’ moral motivators, and the dependent variable, the reason for accepting employment. A descriptive analysis was used to answer the second research question. Results indicated that the hiring process was important to teachers, and teachers were motivated by extrinsic factors, specifically health benefits and salary. Results also indicated that school districts can improve teacher recruitment by simplifying the recruitment process. Social change is achieved through school districts recruiting the most qualified teachers. Identifying how to successfully recruit teachers is essential to the future of education and the success of students both in the classroom and in society.