All Federal government contractors (of which Tarleton is one) must include the equal employment opportunity clause:

  • Tarleton State University is an Equal Opportunity/Affirmative Action/Veterans/Disability Employer. As a member of The Texas A&M System, Tarleton will provide equal opportunity for employment to all persons regardless of race, color, sex, religion, national origin, age, disability, genetic information, veteran status, sexual orientation or gender identity and will strive to achieve full and equal employment opportunity through The Texas A&M System.

Ad instructions to candidates must include directions to apply online:

  • Applications accepted only online at https://www.tarleton.edu/jobs/

There will be no discrepancies in qualification requirements between outside ad text and our online posting. 

  • Qualification language must be identical to original posting text.

It is suggested (not required) by the Department of Marketing and Communications to use the following text when referencing Tarleton in general posting language:

  • Tarleton State University, a member of The Texas A&M University System, provides a student-focused, value-driven educational experience marked by academic innovation and exemplary service, and dedicated to transforming students into tomorrow’s professional leaders. With campuses in Stephenville, Fort Worth, Waco, and online, Tarleton engages with its communities to provide real-world learning experiences and to address societal needs while maintaining its core values of integrity, leadership, tradition, civility, excellence and service.

External Advertising Process

Human Resources Required Text Review

All ad text, whether free or with cost, must be routed through Human Resources for review and approval. We review for the required EEO clause to be included and used correctly as well as review of the other items listed above. We also, by federal requirement, require a copy of the ad for our job file. The documentation of placement is important for Tarleton to show their required commitment to affirmative action recruitment processes (see Developing a Recruitment Plan). We require review of all announcement text regardless of cost or free, so if the department is placing a vacancy announcement without cost, a request to purchase through Aggie Buy is not needed, but the text must be routed via email to Human Resources for review and approval.

Ad Text Approval Workflow

Ads/Announcements with no cost:

  • Department sends email text to employment@tarleton.edu
  • Human Resources returns email approval
  • Department performs ad placement, saves all advertising documentation, including copy of actual ad as placed for the hiring file

Ads/Announcements with cost:

  • Department gets quote from vendor and reviews required text format
  • Department sends email text to employment@tarleton.edu
  • Human Resources returns email approval
  • Department routes request to purchase in Aggie Buy and includes documentation of Human Resources approval of text; Performs ad placement, saves all advertising documentation, including copy of actual ad as placed for the hiring file

Advertising for International Hires and Faculty Positions

About the Process

Although the guidelines that follow are meant to avoid obstacles when the person hired is an international scholar, the advice describes a best practice approach on how to advertise for faculty positions—for both national and international hires.

When advertising for a faculty position the department will not initially know whether an advertisement will generate an international hire. If in fact the successful candidate is a foreign national, the department may get approval to sponsor the individual for permanent residence. The resulting required processes for permanent residency will take advantage of the competitive recruitment and selection used to hire the foreign national for a faculty position as evidence of having tested the labor market for the purposes of obtaining a labor certification for permanent residence.

The Department of Labor (DOL) has established regulations that address advertisement requirements for use in special handling labor certifications for faculty positions with actual teaching responsibilities. In this regard, in order to draft an appropriate advertisement, the academic departments advertising for faculty positions must address two areas: means of advertising and content of the advertisement.

Means of Advertising

It is no longer necessary to use a print publication to prove that a test of the labor market was conducted for a faculty position. Therefore, electronic or web-based advertisements placed in national professional journals are also acceptable means to satisfy the requirements imposed by the regulation. Note, however, that the advertisements must be posted for a period of at least 30 calendar days, and such period needs to be documented.

Proof that the advertisement ran for a month in an electronic or web-based national professional journal can be documented by providing dated copies of pages from the website where the advertisement was placed. These pages must show all of the following:

  • Job title
  • Name of institution, college and department
  • Location of the job opportunity
  • Actual content of the advertisement (electronic tear sheet must be provided showing the text of the advertisement)
  • Content of the Advertisement

The advertisement MUST contain the following:

  • State the job title (for example: Lecturer, Assistant Professor, Associate Professor, Full Professor, and/or Professor)
  • State the job duties (What will the individual be doing?) Specify the teaching, research and service expectations. Teaching expectations must be present
  • State the educational requirements (degree, area or field of study)

It is not required to state experience but if there are necessary experience requirements, state them in the advertisement.

As part of the normal advertising review and routing workflow, Human Resources will be given opportunity to audit the department’s advertising text in the context of this process.

For labor certification purposes if the advertisement is incorrect, it does not mean that the department did not conduct a successful and lawful search and hire. It only means that the search cannot utilize the competitive recruitment and selection process for the purposes of the labor certification.