This review of literature on junior college faculty recruitment covers several aspects. Before active recruitment begins, the governing board should develop accurate job descriptions, criteria of personality and staff balance, systematic appraisal methods, wide involvement in selection, efficient assignment procedures, and promotion criteria. It must also make sure the recruiter knows its policies. To determine the need for new faculty, a ratio can be established among full-time faculty, full-time students, number of credits they carry, projected enrollment, and expected normal faculty attrition. Staff time for hiring new faculty can also be calculated. Sources of qualified teachers are many. While a master's degree is widely preferred, actual teaching competence must also be considered. In order of frequency, high schools, graduate schools, universities and other colleges, and the business world supply most instructors. The colleges may recruit by wider publicity of the opportunities on their campuses, by following up personal contacts and staff recommendations, or by choosing from unsolicited applications. Responsibility for selection varies with the college. It may rest with the dean, president, department head, advisory board, or special panel. The authoritarian vs. flexible personalities of the president and potential faculty member should also be taken into account. The review suggests several areas where further research would be useful. (HH)