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
- 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
COMPENSATION
- 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.
JOB OFFERS
Internship Offers
- 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.
Full-time Offers
- 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.
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 they are ready to make a decision on the spot, or asking a student to respond to a hypothetical offer is considered an unacceptable practice.
Timely Communication
- 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.
Full Disclosure
- 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.
Employment Contracts
- 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. CPDC 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
- CPDC 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 CPDC 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 RECRUITMENT
- Provide the organization/company name for which they are hiring
- Will disclose information upon request to CPDC 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, the third-party we will not duplicate the posting.
- Third-party recruiters may not charge applicants any fees.
MULTI-LEVEL SALES & MARKETING RECRUITMENT
CPDC does not allow Multi-level Marketing (MLM) organizations to recruit on campus for sales, customer/distributer service, or any other role that directly supports multi-level sales. CPDC will not promote franchise opportunities as jobs or internships. Additionally, CPDC will not allow direct or door-to-door sales companies to attend most recruiting events.