This study surveyed special education directors and speech language pathologists (SLPs) to identify recruitment and retention strategies currently in place in West Virginia and related problems. A 13-item questionnaire was mailed to all 55 Special Education Directors (SED) in West Virginia. A second survey instrument, consisting of 36 items, was sent to 356 SLP practicing in West Virginia public schools. The SEDs' responses indicated that: (1) the individuals commonly involved in interviewing SLPs were the director of personnel, the superintendent, and the school principal; (2) recruiting techniques commonly used were recruiting from university training program, advertising in newspapers, and advertising in the ASHA Journal; and (3) common incentives used to induce SLPs to come to their respective counties were leave for professional meetings, insurance benefits, funds to purchase materials, and maternity leave. The SLPs' responses indicated that: (1) reasons for working in West Virginia public schools included a desire to return to work in their hometown or state and that their spouse had a job in the area; (2) the quality of the local school system and salary were the highest rated criteria used in selecting a position; (3) medical insurance, salary, and dental insurance were rated highest in terms of relative importance in selecting a professional position; and (4) monetary incentives was the most commonly suggested technique for recruiting SLPs. The paper contains numerous suggestions for recruitment and retention. (KS)