Employer Recruiting Policies and Guidelines

Pursuant to University policy, it is the policy of the CRC to provide our students and graduates with equal opportunity to obtain employment, without regard to an individual's race, color, national origin, sex, religion, age, disability, gender, pregnancy, gender identity, gender expression, sexual orientation, predisposing genetic characteristics, marital status, familial status, veteran status, military status, domestic violence victim status, or ex-offender status. It is the firm expectation of the School of Management and its Career Resource Center that prospective employers will observe this policy.

Submission of materials to this office signifies the employer's agreement to abide by the School of Management’s policies and principles and the NACE Principles for Professional Practice.  An employer's inability or refusal to comply for any reason with this policy must be explicitly disclosed with submission of materials.

The CRC uses a third-party vendor, Symplicity, to manage our Career Services Manager (CSM), BizLink. Our employer services include, but are not limited to: internship postings, job postings, on campus and virtual interviews, information sessions, job fairs, networking events, education programs, employer visits and student club engagement.

CRC student recruiting protocols have been adopted in which students are expected to comply. Students are held to professional standards throughout their job search and action is taken if the policies are not followed.

The CRC has the right to investigate complaints by participants of our services. If a complaint is determined to be justified, the CRC has the right to report it accordingly and suspend services.

Third party recruiters will be allowed to recruit if the name and contact information of the organization for which the third party is providing recruiting services is disclosed to the CRC. The third party agency must state that it will not charge any fees to students. The third party recruiter may only disclose student information for the open and advertised position. Any other disclosure of student information must have the written consent of the student.

To allow full consideration by candidates of job and internship opportunities without undue pressure, while also allowing employers to meet projected hiring needs, employers are asked to follow the below response deadlines. Giving students an appropriate amount of time to consider all options available to them is beneficial for all involved parties and reduces instances of reneging. If a student accepts an offer of employment or an internship offer and then later reneges on the acceptance, please notify the Career Resource Center.

• Fall and spring recruiting: Allow students a minimum of two weeks from written offer date. It is encouraged that students are allowed reasonable extensions to deadlines when requested.
• Internship to full-time offers: Employment offers made to students who have recently completed an internship should remain for two weeks from the written offer. For summer interns, it is encouraged that students are allowed to participate in fall campus recruiting season through November 1.
  • Employers must adhere to the U.S. Department of Labor Guidelines for Unpaid Internships
• Early offers/leadership to internship offers: In an accelerated recruiting environment in which students receive a job offer 13+ months in advance of position start date, the offer should remain open for a reasonable period, commensurate with industry/peer standards.

Note: The time periods listed above start upon the receipt of a written offer, defined as a physical letter or email, outlining all details from an employer to a student including full compensation and benefits detail, as applicable. Students are encouraged to accept offers verbally and in writing.

We gather data on salary and employment for both full-time and internship offers. Employer cooperation is appreciated in sharing hiring decisions.

Employers that misrepresent employment opportunities to students will risk losing access or privileges to our recruiting resources, including access to BizLink.

Employers are expected to keep an open line of communication with students who are interviewed in and through the Career Resource Center. This includes: keeping students informed of hiring timelines, informing students of their status in the hiring process and communicating hiring decisions within an appropriate time frame.