Employer Recruiting Policies and Guidelines

Employers using CRC services are expected to follow these policies in order to create a successful recruiting relationship.

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 defined below. 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: internships, BizLink postings, on campus interviews, information sessions, job fairs, networking events, education programs, employer visits and student club engagement.

We abide by the Principles for Professional Practice set forth by the National Association of Colleges and Employers (NACE) and hold our employers to these principles as well. The principles are as follows:

1. Practice reasonable, responsible and transparent behavior…
   • that consciously avoids harmful actions by embodying high ethical standards.
   • by clearly articulating and widely disseminating your organization’s policies and guidelines.
   • that guarantees equitable services for all constituencies.
   • that is commensurate with professional association standards and principles.
   • when resolving differences and addressing concerns.
   • by nurturing sustainable relationships that are respectful and transcend transactions.
2. Act without bias…
   • when advising, servicing, interviewing, or making employment decisions.
   • when defining what constitutes employment.
3. Ensure equitable access…
   • without stipulation or exception relative to contributions of financial support, gifts, affiliation, or in-kind services.
   • in the provision of services and opportunities without discriminating on the basis of race, gender, gender identity, ethnicity, sexual orientation, religion, national origin, disability, age, economic status or veteran status.
   • by proactively addressing inclusivity and diversity.
4. Comply with laws…
   • associated with local, state, and federal entities, including but not limited to EEO compliance, immigration, and affirmative action.
   • in a timely and appropriate way if complaints of non-compliance occur, and respond to complaints of non-compliance in a timely and prudent manner.
5. Protect confidentiality of…
   • all personal information related to candidates and their interviews, and their engagement with services, programs, and resources.
   • student information related to professional plans.

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 response deadlines below. Giving students an appropriate amount of time to consider all options available to them is beneficial for all parties involved and reduces instances of reneging.

An employer extending a full-time offer to a summer intern is requested to allow the student to participate in fall on-campus recruiting.

An employer extending an internship offer to an existing intern is requested to allow the intern to participate in fall on-campus recruiting.

Employers must adhere to the U.S. Department of Labor Guidelines for Unpaid Internships.

Note: The time periods listed above start upon the receipt of a written offer outlining all details from an employer to a student. 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.