Suggested Language for Advertisements

Proactive phrases in the job advertisement may be used to encourage the application of candidates who are committed to diversity. Examples follow:

• New Mexico State University especially seeks candidates who are interested in contributing to the diversity and excellence of the academic community through their research, teaching, service and outreach.
• The University is committed to building a culturally diverse educational environment.
• The University is committed to building a culturally diverse environment and applicants are requested to include how they will further this goal in their cover letter.
• Candidates should describe how multicultural issues have influenced and/or been a part of their teaching, research, service and/or outreach.
• Candidates should describe previous mentoring of women, under-represented faculty, or minority faculty.
• Successful candidates must be committed to working with diverse student, staff, and community members.

Standard Advertisement Process

All open positions must be posted through PageUp on the NMSU website. The announcement will remain posted until the deadline. To extend the posting, contact your Dean or Community College President's Office.

Reminder:  Search committee members are required to attend a Search Advisory Committee Orientation, if  they have not attended an orientation in the previous 12 months.

External Advertising

External recruitment resources such as professional associations, journals, mailing lists, other universities or special interest groups may be utilized to enhance the pool of applicants. All external advertising must be consistent with the approved posting announcement. Searches for tenured or tenure track positions are national searches, so it is essential to advertise in discipline specific media targeting qualified applicants.

External advertisements must contain the following statements: NMSU is an Equal Opportunity/Affirmative Action employer and must contain a link to the full announcement. All offers of employment, oral and written, are contingent on the university’s verification of credentials and other information required by federal law, state law, and NMSU policies/procedures, and may include the completion of a criminal history check.

For compliance purposes, it is standard practice for Employment Services and the Provost Office to review ads prior to departments placing the advertisement in external media sources.

For recommended recruiting sources refer to Recruitment Publication Resources.
Sample advertisements (Coming Soon) are available in the Appendices.

Introduction to the Search Process

• Hiring Principles
• Affirmative Action and EEO

Search Process

• Planning and Recruiting
• Evaluating and Responding to Pool
• Preparing for On-site Visits
• Preparing for and Conducting Interviews
• Finishing the Search Process

Roles in Search Process

• Role of the Dean
• Role of the Department Head
• Role of the Search Advisory Committee Chair
• Role of the Search Advisory Committee
• Role of the Department

After the Search

Recruitment Resources

Appendices

Office of the Provost

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