Recruitment and Employment Guidelines

Our office maintains the following policies, which are adapted from the National Association for Colleges and Employers (NACE) Principles for Professional Conduct for Career Services & Employment Professionals.

Equal Employment Opportunities
Testing Policies
Extending Offers to Candidates
Third-Party Recruiters
Restrictions on Recruiting Activities


Equal Employment Opportunities

Employers recruiting on campus will be expected to maintain Equal Employment Opportunity (EEO) compliance and follow affirmative action principles in recruitment activities. Employers should consider all interested students for employment opportunities without regard to race, color, national origin, religion, age, gender, sexual orientation, or disability, and should provide reasonable accommodations upon request.

Our office will:

  1. Notify employing organizations of any selection procedures that appear to have an adverse impact based upon students' race, color, national origin, religion, age, gender, sexual orientation, or disability;
  2. Assist recruiters with accessing certain groups on campus to provide a more inclusive applicant pool;
  3. Respond to complaints of EEO noncompliance, working to resolve such complaints with the recruiter or employing organization, and, if necessary, referring such complaints to the appropriate campus department or agency.


Testing Policies

Those engaged in administering, evaluating, and interpreting assessment tools, tests, and technology used in selection must be trained and qualified to do so. Employment professionals must advise our office of any test conducted on campus and eliminate such a test if it violates campus policies.

Employment professionals must advise students in a timely fashion of the type and purpose of any test that students 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.


Extending Offers to Candidates

Our office requires that employers supply accurate information about their organization, employment opportunities, and compensation packages when extending an offer. Employing organizations are responsible for information supplied and commitments made by their representatives.

We do not have specific restrictions on when offers may be extended. However, we do ask that employers communicate decisions to candidates within a reasonable timeframe and communicate that timeframe in advance to the candidates.

We ask that employers provide a reasonable timeframe (e.g., at least one week) for acceptance of offers extended to candidates. Employers are expected to refrain from using any undue pressure for students to accept the job offer or to renege on an acceptance of another offer.

If conditions change and require the employing organization to revoke its commitment, the employing organization should pursue a course of action for the affected candidate that is fair and equitable, including (but not limited to) financial assistance for costs already incurred and outplacement services.


Third-Party Recruiters

Organizations providing recruiting services for a fee will be required to inform our office of the specific employer they represent and the specific jobs for which they are recruiting, and will permit verification of the information.

When deemed necessary, third-party recruiters will disclose information upon request that would enable our staff to verify that the third-party recruiters are recruiting for a bona fide job opportunity. Information should include contact information for the organization for which the third party is providing recruiting services. Our staff must respect the confidentiality of this information and may not publish it in any manner. Any disclosure of student information outside of the third-party recruiting organization and the company it is representing must be with the prior consent of the student.

Third-party recruiters who charge fees to students will not be permitted access to the eCareer online job system.


Restrictions on Recruiting Activities

The following conditions must be met by employers in order to avoid restrictions on access to engineering recruitment activities:

  1. Employers must not improperly influence and/or affect job acceptances. Such practices may include undue time pressure for acceptance of employment offers or encouragement of revocation of another employment offer.
  2. Employers must supply accurate information about their organizations, employment opportunities, compensation packages, and typical earnings and performance statistics. Employers are responsible for information supplied and commitments made by their representatives. If unexpected conditions occur that cause the employer to revoke its commitment, the employer will pursue a course of action for the affected candidate that is fair and equitable.
  3. Employers must provide Engineering Career Resources & Employer Relations with appropriate permanent contact information and must clearly display the identity of the organization they are representing at all recruitment events and activities.
  4. Employers requiring a financial investment on the part of students to participate in an internship or entry-level full-time position (e.g., the purchase of a demonstration package or payment for a required training program) will do so only if:
    • Students have the opportunity to rent necessary equipment/materials;
    • Students are fully informed about the amounts and specific uses of required fees, as well as whether or not a reimbursement policy exists.
  5. Employers recruiting students for the purpose of selling their products/services to students, staff, faculty, and others on campus must pursue potential partnerships with student clubs or organizations. Our office will not become involved in the promotion of such opportunities (refer to Penn State Policy AD27 for further information).
  6. Employers are prohibited from serving alcohol as part of the recruitment process.
  7. Employers will maintain EEO compliance and follow affirmative action principles in recruiting activities. Appropriate recruiting activities include the following:
    • 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;
    • Reviewing selection criteria for adverse impact based upon students' race, color, national origin, religion, age, gender, sexual orientation, or disability;
    • Avoiding use of inquiries that are considered unacceptable by EEO standards during the recruiting process;
    • Investigating complaints forwarded by our office regarding EEO noncompliance and seeking resolution of such complaints.
  8. Employers 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.
  9. Employers engaged in administering, evaluating, and interpreting assessment tools, tests, and technology will inform our office of these tests and ensure that such tests do not violate campus policies.

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