Frequently Asked Questions

Please see this document for more information on the application process.

Applicants may view job postings and apply on the job opportunity website.

Applicants and veterans may contact a staff member for additional support in the application process by emailing Talent Acquisition.

Yes, the University has and accepts applications for temporary positions. Please search for Temporary Positions and apply online. 

Applicants may view the job posting section titled "Applicant Document" to review the required and optional documents for the application.

No. The online employment system is the centralized intake site for all applications. Only job seekers for staff positions who complete an on-line application may be considered for employment.

No. Once you have created a user account and an online application, your application will remain on file  your user account in the online system and you may access your application at any time by using logging into the account with your user name and password.

Yes. Select "save changes". This saves your work without submitting the application. The system also saves your changes each time you click "Next" through the application form.

Yes. Follow the link to Your Applications, and locate the application you wish to withdraw. Follow the link to Withdraw Application. However, you will not be able to re-apply for that position once you withdraw your application.

If the information you submit indicates that you have not met the minimum qualifications of the position for which you have applied, you will receive a message encouraging you to apply for positions more consistent with your qualifications. 

All applicants and employees selected to fill positions at Texas State University will be subject to a criminal history and background check and other checks. Depending on the job title, this may include drug tests and physical skills assessments.

The university partners with HireRight and PTRC for pre-employment assessments.

The University's policy is to prohibit individuals with unsafe driving records from operating university vehicles. Section 521.459 of the Transportation Code requires that before employing a person as a driver of a motor vehicle used to transport persons or property, an employer may review the Department of Public Safety's list of convictions for traffic violations and to verify a valid license.

Driving record checks will be completed by Facilities Management.

Visit the Outside Employment and Activities policy site to learn more.

Visit our Policies and Legal Notices Page to learn more.

Visit our Policies and Legal Notices Page to learn more.

Visit our Policies and Legal Notices Page to learn more.

Yes — however, all other applicants who are missing any materials must also be contacted.

Move to the first alternate candidate. If there is not a suitable alternate, the job may be reopened to for a second round of applicants or closed as a no-hire and then re-posted. Please contact Talent Acquisition if you have additional questions.

All required and preferred qualifications listed in the job posting must be reflected on the hiring matrix. Do not add additional qualifications that did not appear in the posting. For more information, please review the Hiring Matrix User Guide.

Yes, but only if the committee has finalized its matrix for assessing all applicants.

1. If a closing date is selected, the committee is not required to review any application materials after that date.
2. If a review date is selected, the committee can choose to review application materials if the committee decides to begin a second round of reviews.

Note: If applicants are received after the consideration period, they should still be listed on the final matrix. Though you do not need to score them, please indicate that they applied after the consideration date.

For information on faculty recruitment, please visit The Faculty Recruitment and Search Committee Toolkit.