Employers: Here's Your Role in the Process as it Relates to Career Services and Students/Alumni...
Effective Date: 06/24/2009
Last Updated: 06/26/2009
1. Freedom from undue pressure. Employment professionals will refrain from any practice that improperly influences and affects job acceptances. Such practices may include undue time pressure for acceptance of employment offers and encouragement of revocation of another employment offer. Employment professionals will strive to communicate decisions to candidates within the agreed-upon time frame.
2. Know your audience. Employment professionals will know the recruitment and career development field as well as the industry and the employing organization that they represent, and work within a framework of professionally accepted recruiting, interviewing, and selection techniques.
3. Provide accurate information. Employment professionals will supply accurate information on their organization and employment opportunities. Employing organizations are responsible for information supplied and commitments made by their representatives. If conditions change and require the employing organization to revoke its commitment, the employing organization will pursue a course of action for the affected candidate that is fair and equitable.
4. Play fair. Neither employment professionals nor their organizations will expect, or seek to extract, special favors or treatment which would influence the recruitment process as a result of support, or the level of support, to the educational institution or career services office in the form of contributed services, gifts, or other financial support.
6. Maintain nondiscrimination policy. Employment professionals will maintain equal employment opportunity (EEO) compliance and follow affirmative action principles in recruiting activities in a manner that includes the following:
a) Recruiting, interviewing, and hiring individuals without regard to race, color, national origin, religion, age, gender, sexual orientation, or disability, and providing reasonable accommodations upon request;
b) Reviewing selection criteria for adverse impact based upon the student's race, color, national origin, religion, age, gender, sexual orientation, or disability;
c) Avoiding use of inquiries that are considered unacceptable by EEO standards during the recruiting process;
d) Developing a sensitivity to, and awareness of, cultural differences and the diversity of the work force;
e) Informing campus constituencies of special activities that have been developed to achieve the employer's affirmative action goals;
f) Investigating complaints forwarded by the career services office regarding EEO noncompliance and seeking resolution of such complaints.
7. Maintain confidentiality. Employment professionals will maintain the confidentiality of student information, regardless of the source, including personal knowledge, written records/reports, and computer databases. There will be no disclosure of student information to another organization without the prior written consent of the student, unless necessitated by health and/or safety considerations.
8. Use assessment tools and tests appropriately. Those engaged in administering, evaluating, and interpreting assessment tools, tests, and technology used in selection will be trained and qualified to do so. Employment professionals must advise the Career Center of any test conducted on campus and eliminate such a test if it violates campus policies. Employment professionals must advise students/alumni in a timely fashion of the type and purpose of any test that students/alumni will be required to take as part of the recruitment process and to whom the test results will be disclosed. All tests will be reviewed by the employing organization for disparate impact and job-relatedness.
9. Third-party recruiting agency policy. If you are a third-party recruiter posting a job for a client, it will be necessary to disclose the client name for whom you are recruiting in the Job Description Box. All positions posted by third-party recruiters without the client name will be deleted from the system. Third-party recruiters are eligible to participate in the Career Fair ONLY IF they are recruiting for their own respective organization OR they explicitly state the company they are representing at the time of the fair. The recruiting complexities that exist for a third-party recruiter far surpass those of a typical employer. Therefore, the UGA Career Center reserves the right to deny access and participation to any third-party employer.
10. Temporary agencies or staffing services. Temporary agencies or staffing services are employers, not third-party recruiters, and will be expected to comply with the professional conduct principles set forth for employer professionals. These are organizations that contract to provide individuals qualified to perform specific tasks or complete specific projects for a client organization. Individuals perform work at the client organization, but are employed and paid by the agency.
11. Follow career center policy when working with external UGA departments. When employment professionals conduct recruitment activities through student associations or academic departments, such activities will be conducted in accordance with the policies of the Career Center.
12. Follow EEO compliance. Employment professionals will cooperate with the policies and procedures of the career services office, including certification of EEO compliance or exempt status under the Immigration Reform and Control Act, and will honor scheduling arrangements and recruitment commitments.
13. Inform students/alumni of cultural or legal differences. Employment professionals recruiting for international operations will do so according to EEO standards. Employment professionals will advise the Career Center and students/alumni of the realities of working in that country and of any cultural or foreign law differences.
14. Fair and active application of principles. Employment professionals will educate and encourage acceptance of these principles throughout their employing institution and by third parties representing their employing organization on campus, and will respond to reports of noncompliance.
15. Follow Career Fair registration policy. The Career Center will be happy to refund your registration fee, if and only if, you cancel two (2) weeks or more prior to the Career Fair. After the two (2) week deadline date, credit for future expos may be considered on a case by case basis by Career Center staff. If you have not paid in full and cancel less than two (2) weeks prior to the event, you will be held responsible for payment.