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  • Advisory Opinion: Supporting Appropriate Recruitment and Employment Practices: Guidelines for Career Center Staff

    Organizational Structure
    A woman sits through an uncomfortable job interview.

    TAGS: ethics, principles, advisory opinion

    Introduction

    By supporting appropriate recruitment and employment practices, career services can play a key role in ensuring positive connections between employers and students. As a cornerstone of that support, career centers should develop policies/rules that govern an employer’s access to their students for employment recruitment purposes.¬†

    To that end, the career center should engage in dialogue with the institution’s key stakeholders prior to implementing such policies. The general counsel’s office, faculty, alumni relations, student government, and student newspapers (as a way to reach the student body as a whole) can be part of the discussion to ensure policies reflect the needs of the individual institution. Employers could also be included in this discussion as they are also key stakeholders. Employers who fail to abide by the appropriate policies/rules may be denied access to the school’s students for recruitment purposes.

    Professional Perspectives

    The Principles for Ethical Professional Practice provide two basic precepts that spell out core values and the philosophy of the career services and employment profession:

    • Maintain a recruitment process that is fair and equitable; and
    • Support informed and responsible decision making by candidates.

    The Principles for Ethical Professional Practice offer guidance when it comes to the intent to treat employers and students fairly:

    • Principle 1: Practice reasonable, responsible, and transparent behavior.
    • Principle 2: Act without bias.
    • Principle 3: Ensure equitable access.
    • Principle 4: Comply with laws.
    • Principle 5: Protect confidentiality.

    A Career Center’s Responsibility

    While career centers typically do not endorse specific organizations, the posting of employer positions or their inclusion in career center events, services, or programs may imply to students that the career center has vetted the employers and that students can feel comfortable applying to these organizations.

    Individual campuses may set policy about the criteria for employers to have access to students through career services communication and recruitment channels. As a result, if a career center has concerns  that an organization is engaging in fraudulent business practice, the career center may feel justified in denying the employer access to its services. For example, if the career center cannot verify that the employer is a legitimate business, the career center may deny the employer access to campus recruitment services.

    One of NACE’s core concepts is that the career office should support the student in making an informed and responsible decision. By limiting an organization’s access to students or intentionally pointing out reasons students should be cautious, a career center could interfere with students’ right to implement their career self-concept and could even impose the beliefs of career center staff upon students. Moreover, an organization limited in this manner might maintain that the recruitment process is not fair to them by pointing to the second precept, namely “Maintain[ing] a recruitment process that is fair and equitable.” Consequently, the career center should consider its criteria for access carefully to ensure it is acting without bias.

    Suggested Steps When Working With Employers

    1. Develop a set of employer/recruitment policies for the career center, have them reviewed by university counsel, post them on your website, and share them as a standard policy with ALL employers recruiting through career services. Refer to the NACE Principles for Ethical Professional Practice and/or include them as a part of your policies.

    2. Make a due diligence effort to ensure that all organizations recruiting through the career center have been informed of office and university policies related to recruiting.

    3. Should you have any concerns regarding a specific employer, contact the organization. Frank discussions between career centers and organizations that are interested in recruiting the institution’s students will help to clarify policies and expectations. If your concerns remain unresolved, contact the supervisors or other appropriate officials within the company. If that fails to resolve your concerns, follow the steps outlined in your institutional or office policy related to how your work with the employer should proceed.

    Suggested Steps When Counseling Students

    1. Educate students, without value judgment, to make informed decisions regarding employment opportunities. Use a variety of tools, including publications, online resources, office and on-campus recruiting orientations, job-search workshops, and individual appointments, as your primary means.

    2. When teaching students how to search for employment, provide pointers on how to assess the appropriateness of positions and how to ask the right questions of employers.

    3. Recommend that students have an attorney or a trusted guardian review any employment contracts before signing them.

    Posted June 2017.

    Related Resources:

    Relationships Between Workers and Hiring Organizations
    Advisory Opinion: Rescinded and Deferred Employment Offers