Online
Complete staff job descriptions are available from the Office of Human Resources and faculty job descriptions are available from Academic Affairs. For staff positions, the online TWU Employment Opportunities allows postings to be viewed 24/7 around the world by anyone with access to a computer and the Internet. For specific positions, you may find it beneficial to supplement with additional advertising. There are numerous sources of potential applicants that can be tapped to build the applicant pool. Several major sources are listed below:
Networking (Only Faculty and Staff at the Director Level and Above)
Networking remains the number one source for increasing an applicant pool. Often the object of person-to-person networking is to reach qualified candidates who are happily and productively employed elsewhere. Ask internal and external professional contacts if they can recommend someone in the field. You may be able to identify potential applicants through networking factors including similar academic interests, graduate origin, research interests, professional organizations, etc. Look for candidates who hold similar positions at other colleges/universities, or recruit those who serve in a high-level support positions to your title. Ask an officer of your organized professional society for networking contacts or names of candidates. Avoid general broadcast letters and concentrate on one-on-one contacts.
Broad Scale Advertising
Committees and hiring departments may decide to place advertisements in designated academic or professional websites or publications. These advertisements should mirror the requirements, salary and job description. They should also include the “TWU is an EO/AA employer” statement. Increasing Diversity in Your Applicant Pool.
To enlarge the pool of candidates, the department head and search committee or hiring department should advertise in publications and/or on Internet sites that will reach a diverse population, as well as make a special effort to attract underutilized groups. Advertising in appropriate publications, contacting relevant organizations and listing on related Internet sites will not only help to enlarge the pool of candidates but will also convey the commitment of a department and an institution to recruit women and minorities. Making direct contact with professional organizations and colleagues is an effective method of expanding your search. The informal, "word-of-mouth" approach to recruitment is one of the most successful practices for identifying candidates. The following activities are recommended for specific searches, as well as for possible ongoing endeavors:
- Establish a working relationship with similar departments or institutions with substantial numbers of women and minorities.
- Request names of potential candidates from women and minorities at your institution and at institutions with strong graduate programs for women and minorities in your discipline.
- Ask women and minority caucuses within relevant professional and academic associations for the names of potential candidates. It would be beneficial to maintain ongoing communications with these caucuses on a broad range of issues.
- Contact women and minorities who have received significant professional recognition and ask for the names of promising women and minorities.
- Use a personal approach in recruiting candidates. Often outstanding potential candidates do not apply for advertised positions. If an individual declines a nomination or does not respond to your letter of inquiry, you may wish to telephone the person to determine if his or her reasons for declining can be addressed and resolved.
- Consider encouraging women and minorities who have held part-time or temporary positions in your department to apply. Inform the National Urban League and the national offices of Black sororities and fraternities of available positions.
- Inform alumni publications of available positions at universities where women and minorities are well represented.
- Consider contacting the EEO office at other universities. Some of them maintain lists of women and minorities who are looking for employment elsewhere.
- If women and minorities are underutilized nationally in your discipline, aggressive efforts should be taken to recruit women and minority graduate students into the field so that the pool of candidates will be greater in the future. If appropriate, a national approach to the problem should be undertaken. A department may wish to lobby appropriate professional organizations to develop a national strategy to recruit women and minority students into the field.
Acknowledging Receipt of Resumes and Curriculum Vitae
Faculty: All applicants must submit a curriculum vitae, unofficial transcripts and any additional documentation listed in the posted position description to facultyjobs@twu.edu. Applicants will receive an automated response which includes the Pre-Employment Affirmative Action Data Form.
Staff: All applicants for “Classified” and “Professional and Administrative” (P&A) positions should submit application to the applicant tracking system at https://careers.twu.edu. A confirmation from the system will appear in the applicants screen (upper left corner) that a successfully application has been submitted and will note the jobs you have applied for by IRC number.