Principles for Professional Practice Committee
As you conduct your job search you will find that some employers hire third-party organizations to assist them in identifying and hiring college students. An employer can hire a third-party organization to do on-campus recruiting, represent the company at a job fair, screen job candidates who apply through an Internet web site, or other hiring activities. Many college career centers allow third-party recruiters to work with students through their offices. Some have special policies that apply to how, when, and where third-party recruiters can work with students. The (name of your career services office) at (name of your college/university) recommends that you be aware of issues that are pertinent to working with these organizations. (Career services staff can insert a statement that tells students where they can read the instituion's policy on third-party recruiters.)
The National Association of Colleges and Employers (NACE) defines third-party recruiters as "agencies, organizations, or individuals recruiting candidates for temporary, part-time, or full-time employment opportunities other than for their own needs." Categories of third-party recruiters include:
A third-party recruiter may be helpful to you in your job search, but be a wise consumer. Read all materials carefully. Ask questions. Ask your career services office staff for information. Ask a lawyer to read any contracts you are asked to sign. Here are some general questions you may want to ask:
For assistance with these questions or other related topics, contact the (name of institution/career center, your campus address, and hours you are open).
Copyright © 2006 National Association of Colleges and Employers
Note: The following text is to help you guide your students in their dealings with third-party recruiters. NACE college members can reprint or adapt this text in a printed publication or on their web sites without seeking reprint permission. All others should contact Claudia Allen at email@example.com.
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