Employment & Search Resources

TU is committed to fostering a diverse and inclusive campus through recruiting and supporting faculty with broad and diverse backgrounds, research and ideas. A culturally diverse faculty reflects our students and communities and strengthens our pedagogy and contributions to society.

tu entrance with flowers

On this page, you will find resources for guidance during faculty searches as we recognize TU’s strategic vision for the design, promotion, and delivery of best-practice diversity, inclusion, and cultural competency efforts across campus.

Successful Faculty Search Training

This is a comprehensive walk-through of the search and hiring process for faculty/librarians. During this session, participants will become aware of national challenges with diversifying the academic workforce, national best practices, current TU policies and practices and opportunities to hire more equitably.

  1. Self-enroll into the Successful Faculty Search and Hire Training module via Blackboard.
    1. Use this self-help document (PDF) for assistance accessing the site.
  2. Watch the training video and pass the test within the module.
  3. Email  to register for a 30-minute virtual training review session to review questions from the module. Open sessions occur from 1 to 2 p.m. on the last Friday of each month. After registering, you will receive a confirmation email containing information about joining the meeting.
  4. Once complete, all faculty will need to re-take the training every three years.
  5. If you have any questions, reach out to us via email at .

Quick Tips for Successful Faculty Searches

  • Assess department needs and obtain approval to begin a search (department chairperson, dean of the college, Provost’s Budget Director, Vice Provost, and the Vice President for Institutional Equity and Inclusion). The Search Committee Chair Should:

  • Select a diverse search committee to include members with different perspectives and expertise and a demonstrated commitment to diversity and inclusion (consider appointing members from outside the department, particularly for interdisciplinary searches).

  • Ensure that all search committee members have completed the current Successful Faculty Searches Training Module (described above).

  • Create a job announcement that includes the minimum qualifications, preferred qualifications and using inclusive language.

  • Distribute the job announcement to local and national resources to attract underrepresented populations.

  • Create clear evaluation criteria for determining general eligibility and screen a shortlist of promising candidates.

  • Be aware of the possibility of your own hidden bias or cognitive errors in evaluating competence and merit:

    • Positive and negative stereotypes - presumption of innate competence/incompetence, ability/lack of ability to fit in, etc., based on race, gender and other personal characteristics.

    • Raising or lowering the bar - setting higher/lower standards for some candidates based on negative/positive stereotypes.

    • Good fit / bad fit - reference to the disciplinary niche or programmatic needs of the department, and/or indicator of how comfortable or culturally at ease we feel about the letters of reference, CVs, published work, written statements about research, teaching and service.

    • Bias: An error in evaluating performance, skill or potential. In evaluating performance, bias leads to lower assessments for some and more lenient ones for others - despite the same qualifications and level of accomplishment (Steinpreis, Anders, Ritzke 1999).

    • Implicit Bias Resources

  • Request interview pool demographic data by emailing LaVern Chapman at and schedule approved interviews and events to ensure consistent treatment of all candidates, including internal candidates. 
  • Submit the Interview Pool form to the department chair, dean, Vice Provost and OIIE.
  • Ask candidates if they require any accommodation(s) for the interview process.

  • Extend an offer to the selected candidate who met the job requirements and interview expectations.

  • Once an offer is accepted, follow-up with candidates that did not meet the job requirements and interview expectations to let them know they were not selected.

  • Ensure correct disposition codes and rationale are entered for each applicant/candidate and celebrate your new colleague.

Faculty and Staff Employment Opportunities

TU is committed to fostering a learning community that mirrors the face of the population surrounding the campus, regionally and Statewide. University diversity initiatives include building strong, targeted diversity outreach efforts to foster the achievement of diversity goals in hiring. You can find information about current openings through human resources.

Provost's Budget Office

The Provost’s Budget Office is here to help you search for and hire tenured/tenure-track, clinical, and visiting faculty, as well as lecturers, adjunct faculty and academic staff.

Recruitment Resources

For more information and resources OIIE and the Office of the Provost have listed below websites, organizations and publications to provide support in your Diversity Initiatives and faculty searches.

Recruitment Resources

HigherEd Jobs - Posts positions online and advertises itself in a wide range of diverse journals. E-mails faculty monthly with job openings in their field and lists over 10,000 faculty and administrative positions on the site.

Diverse Jobs (From Diverse Issues in Higher Education) - A leading journal for recruiting diverse faculty members at higher education institutions. Faculty seeking opportunities can browse listings for associate professor, assistant professor, and full professor positions across various disciplines.

The Journal of Blacks in Higher Education (JBHE) - A journal which reaches a highly targeted demographic of African American scholars at colleges and universities across the United States.  A weekly e-mail bulletin provides job listings to all subscribers.

IM Diversity - This site was conceived by The Black Collegian Magazine, now known as Diversity Employers Magazine, which has provided African American college students with valuable information on career and job opportunities since 1970. It provides career and self-development information to all minorities, specifically African Americans, Asian Americans and Pacific Islanders, Latino/Hispanic Americans, Native Americans and women.

Hispanic Association of Colleges and Universities (HACU) - A site that lists faculty positions at colleges and universities nationally.

Women in Higher Education (WIHE) - Advertises job listings either in print or online from schools actively seeking qualified women candidates for administrative and faculty positions.

National Association of Asian American Professionals (NAAAP) - Fosters an online community that connects Asian and minority professionals with national and international companies.

American Association of People with Disabilities (AAPD) - One of the largest national disability rights organization that promotes equal opportunity, economic power, independent living and political participation for people with disabilities. The association also publishes a quarterly newsletter.

Diverse Issues in Higher Education - Published biweekly and provides comprehensive coverage of relevant and timely educational concerns to readers. Publishes annual reports that feature annual rankings of the top 100 institutions that confer the largest number of degrees to students of color in the US. The report is segmented by undergraduate, graduate, and professional degrees.

National Black MBA Association, Inc. (NBMBAA) - A nonprofit organization of minority MBAs, business professionals, business students and entrepreneurs in both the private and public sectors throughout the country. Members share a commitment to education and business. Advertisements will be electronically posted, and listings are sent to all chapters for distribution to members.

Equality Forum - Based in Philadelphia, Equality Forum is a nonprofit organization whose mission is to advance national and international lesbian, gay, bisexual and transgender (LGBT) civil rights through education.

National Congress of American Indians (NCAI) - The National Congress of American Indians is the oldest, largest, and most representative American Indian and Alaska Native organization serving the broad interests of tribal governments and communities. The website contains a tribal directory with leadership and locations, among its membership of over 250 tribal governments from every region of the country.

Hispanic Outlook in Higher Education - A Hispanic journal on today's college campuses that reaches a diverse cultural audience of educators, administrators, students, student services and community-based organizations, plus corporations. Readership is primarily composed of progressive decision-makers in academia, public and private sectors.

Association for Women in Science (AWIS) - Founded to expand educational and employment opportunities for women in sciences, this organization has a large membership of which approximately 60% hold PhDs. They offer a national publication which is circulated to its members and libraries across the country.

Women in Technology International (WITI) - WITI provides women in technology support through education, conferences, online services, publications and a worldwide network of resources. WITI is the first and only international organization solely dedicated to advancing women through technology.

Society of Women Engineers (SWE) - A bimonthly magazine which publishes openings for faculty positions in higher education and other industries. SWE maintains a mailing list for electronic job postings. Companies are encouraged to post available jobs at no fee.

Association of American Medical Colleges, Group on Women in Medicine and Science (GWIMS) - Based in Washington, D.C., the AAMC is a not-for-profit association representing over 130 accredited U.S. and 17 accredited Canadian medical schools. The mission of the GWIMS is to advance the full and successful participation and inclusion of women within academic medicine by addressing gender equity, recruitment and retention, awards and recognition, and career advancement.

Diversity Search - Career development and job search site, with searchable database with extensive links. Diversity Search may be useful for posting some types of faculty positions.

Workplace Diversity - Workplace Diversity is a career website for corporate and executive recruiters who want to reach experienced, high-caliber diversity candidates.

Top 100 Graduate Degree Producers - This listing, by school and categorized by area of specialization, helps find diverse candidates with graduate degrees.