Full-time, part-time, internship, entry-level, and experienced/alumni positions may be posted on the University Career & Professional Development Center job board. Commission-only positions will not be accommodated. Postings shall be defined in the following manner:
Full-time, “degreed” positions must:
- Require at least a four-year degree
- Offer salary or salary/commission combination (no commission-only)
“Internship” positions must:
- Provide professional-level experience and training with ongoing supervision and feedback to interns
- Clearly state the level of compensation (paid or unpaid)
Full-time or Part-time entry-level positions must:
- Offer salary or salary/commission combination (no commission-only)
- Clearly state the level of compensation
Experienced/Alumni positions must:
- Not be student internships
- Require at least 3 years of work experience
University of Utah Career & Professional Development Center and all other departments/offices of the University of Utah reserves the right to make a determination of the appropriateness of the positions being offered for the population they serve. Additionally, the Career & Professional Development Center reserves the right to refuse service to any employer whose industry, recruiting practices, job postings, etc. do not adhere to University of Utah recruiting guidelines and/or policies. The Career & Professional Development Center reserves the right to withdraw position postings and remove on-campus recruiting privileges when warranted by questionable recruitment practices or unethical behavior.
The following types of positions will NOT be approved on the University of Utah’s job board or promoted at Career & Professional Development Center events:
- Campus/brand ambassador positions that require students to advertise to, solicit and/or recruit other students on campus
- Positions that would employ students for a private individual or work-for-hire contract (e.g., babysitter, private tutor, caretaker, home care, labor, etc.)
- Internship programs or jobs that require students and/or alumni to pay a placement fee or investment prior to employment
- Placement/staffing agencies or organizations that do not disclose the organization/company name for which they are hiring (NOTE: the contact information for a specific position can be that of the third party and does not have to be the organization/company contact).
- Commission-only or multi-level marketing positions
Employers shall comply with all nondiscrimination requirements of The Age Discrimination in Employment Act, The Americans with Disabilities Act, the U.S. Equal Employment Opportunity Commission, and Title VII of the Civil Rights Act of 1964. These include, but are not limited to:
a) Make reasonable accommodations for a disabled person so that he/she may participate in the recruitment activities
b) Avoid the use of inquiries that are considered unacceptable by EEO standards during the recruiting process
c) Refuse to screen and select resumes/candidates for interviews/employment based upon the race, color, religion, age, national origin or ancestry, gender, sexual orientation, mental or physical disability, marital status, or veteran status of a candidate (defined to include current students/enrollees and alumni).
The U.S. Department of Labor has developed a six-factor test for determining whether workers are to be considered "trainees" (e.g., unpaid interns) or "employees" (hourly or salaried interns) that must be paid at least minimum wage under the Fair Labor Standards Act (FLSA). To list an “unpaid internship” with the University of Utah, all of the following criteria must be met:
- The internship, even though it includes actual operation of the facilities of the employer, is similar to training which would be given in an educational environment;
- The internship experience is for the benefit of the intern;
- The intern does not displace regular employees, but works under close supervision of existing staff;
- The employer that provides the training derives no immediate advantage from the activities of the intern; and on occasion its operations may actually be impeded;
- The intern is not necessarily entitled to a job at the conclusion of the internship; and
- The employer and the intern understand that the intern is not entitled to wages for the time spent in the internship.
For additional information regarding compliance provisions of the FLSA, go to:
University of Utah Career & Professional Development Center strives to ensure the recruiting and hiring process is positive for both employers and students. Our office does its best to prepare strong student candidates and to support them in making informed career decisions. It is important to both parties to allow adequate time for the evaluation and acceptance of offers. We strongly recommend employers follow these guidelines.
- First Time Interns
- Allow the student three weeks from the time of offer to respond.
Full-time Offers to Summer Interns
- If you would like to make an offer of full-time employment to a student at the end of a summer internship, the student should have until November 30th to accept or decline the offer.
- Internship Offers to Returning Interns
- If you would like to make an internship offer to a student to return the following summer, the student should have until November 30th to accept or decline the offer.
- Allow the student a minimum of three weeks from the time of offer, with additional consideration if they are completing an interview process for another position, before expecting a response.
- If a student has interned with your company and extended a full-time offer, allow the student to have until November 30th to accept or decline the offer. without pressure to respond on an earlier date.
- Companies participating in the fall recruiting season for accounting intern of full-time positions should allow students adequate time to recruit with all firms coming to campus.
- Offers may be extended at any time, but must remain open until October 31 to allow adequate time for all companies to do their rounds of interviews.
Exploding Offers/Excessive Pressure
- Employers are strongly discouraged from making offers with timing-based consequences such as diminishing bonuses or reduced options for location preferences. Exploding offers put undue pressure on students and compromises our efforts to discourage reneging.
- Asking a student if he or she is ready to make a decision on the spot, or asking a student to respond to a hypothetical offer is considered an unacceptable practice.
- Employers are expected to keep students informed of hiring timelines and their status in the hiring process and to communicate hiring decisions within an appropriate time frame.
- Start dates: We ask that employers include a start date when the offer is made or outline a reasonable time frame for providing a start date and initial work location. Employers who anticipate start dates later than a few months after graduation must disclose this to students as part of the interview process.
- The University of Utah advises students and alumni to seek legal counsel before entering into any contractual agreement and expects that employers will allow a reasonable period of time for individuals to review any contract and seek advice before signing it. Additionally, all hiring and compensation for work performed by student employees is handled directly between the student and the employer. The Career & Professional Development Center does not perform background checks on students applying for jobs, nor on employers posting job opportunities. Employers and students are encouraged to request reference information from each other as needed to establish qualifications, credentials and the fit between the employer and the student applicant.
Rescinding Employment Offers
- The Career & Professional Development Center strongly encourages employers to consider every alternative before revoking an offer of employment.
- Employers who cannot avoid rescinding or deferring employment are advised to consult with the Career & Professional Development Center prior to notifying the student(s) affected by this action.
- Employers’ campus reputation can be salvaged if they demonstrate that they have done everything possible to avoid rescinding offers and offer meaningful assistance mitigating the hardships this action will cause.
Third-party recruiters – including agencies, organizations, or individuals recruiting candidates for employment/internship opportunities other than for their own needs – may post positions at the University of Utah; however, they may not engage in interviewing, informational interviews, Career Fairs (without prior clearance from the Career & Professional Development Center), or any other type of on-campus recruiting activity. Third-party recruiters must disclose information as follows:
- In order to post jobs, third parties are required to provide the organization/company name for which they are hiring (NOTE: the contact information for a specific position can be that of the third party and does not have to be the organization/company contact).
- When deemed necessary, will disclose information upon request to the Career & Professional Development Center that would enable verification that it is recruiting for a bona fide job opportunity.
- If the organization/company has already posted the position in our database, we will not duplicate the listing for a third party.
- Third-party recruiters may not charge applicants any fees.
- High-level positions requiring advanced experience may be posted to our Alumni Career Services participants by contacting our Alumni Career Coach at (801) 585-5036.
The Career & Professional Development Center does not allow Multi-level Marketing (MLM) organizations to recruit on campus for direct sales opportunities. Additionally, we will not promote franchise opportunities as jobs or internships.
No commission-only positions will be promoted by the Career & Professional Development Center at our events or on our job board.
All materials received from our students (letters, resumes, transcripts, via email or hard copy), should be shared only with those persons at your firm involved in the hiring process. Do not forward emails from students to others inside or outside your organization. Forwarding these messages potentially embarrasses applicants or compromises their current employment.
University of Utah students are coached to accept an employment offer in good faith by immediately notifying other employers of their decision. Students are told to withdraw from the interviewing process and no longer pursue positions with other employers once they accept an offer. Your support of this policy by respecting a student’s decision when accepting another offer is requested and will be appreciated.
If a student accepts a written offer of employment and later reneges on the acceptance, please notify their specific Employer Engagement team member. We recognize the importance of integrity in accepting an offer and want to follow up with the candidates.