Recruiting Policies

RECRUITMENT AT THE U


The Career & Professional Development Center is guided by the National Association of Colleges and Employers (NACE) Principles of Professional Conduct for Career Services and expect companies recruiting on campus to abide by these principles as well. We consider on-campus recruiting a partnership, one where your office and ours tries to facilitate the best fit between students and employment opportunities.

JOBS & INTERNSHIPS


We welcome recruiters to post a wide range of employment opportunities on Handshake, including full-time and part-time jobs, internships, and volunteer roles. However, the following types of jobs will not be approved or promoted through our programming and events:

  • Campus or brand ambassador positions which require students to advertise to, solicit, and/or recruit other students on campus
  • Positions that employ students for a private individual or work-for-hire contract (e.g. babysitter, private tutor, caretaker, laborer)
  • Positions that require applicants to pay a fee or take on financial liability
  • Positions associated with the marijuana industry or other fields that may put students in legal jeopardy
  • Sales or customer/distributor service roles for multi-level marketing (MLM), direct-selling, and/or door-to-door companies
  • Staffing agency postings that do not disclose the organization for which they are hiring
  • Commission-only positions

When posting full-time, part-time entry-level, and experienced/alumni positions with CPDC, employers should follow the following criteria:

  • Full-time, “degreed” positions must require a 4-year degree (or current pursuit of one) and offer salary (no commission-only)
  • Full-time or Part-time entry-level positions must offer salary
  • Experienced/Alumni positions must require at least 3 years of work experience and not be defined as internships
  • Positions requiring training that is unpaid

When posting an internship, employers should make sure to include a thorough job description along with these details, which help differentiate the opportunity from a regular job:

  • Clearly defined learning objectives/goals (ex. the intern will learn how to research legislation and identify key points of discussion, or the intern will learn how to develop a comprehensive marketing plan)
  • A defined supervisor (ex. Intern will be supervised by the Director of Operations, or the intern will be jointly supervised by the HR Manager and HR Specialist)
  • A start and end date or general timeframe of employment (ex. May to October, 2020/2021 academic year, or until Summer 2021)

POLICIES


DISCRIMINATION


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. Furthermore, employers must:
  • Make reasonable accommodations for disabled candidates
  • Avoid the use of inquiries that are considered unacceptable by EEO standards during the recruiting process
  • Disregard race, religion, age, national origin, ancestry, gender, sexual orientation, mental or physical disability, or any other protected identity when recruiting and hiring students
 

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