TAGS: ethics, principles, advisory opinion
This advisory opinion, which draws from all five of the Principles for Ethical Professional Practice, addresses:
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 institution’s 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 may be key stakeholders; however, so as not to show bias, the career center must be careful in developing the process that determines which employers can be included in the discussion. Employers who fail to abide by the appropriate policies/rules may be denied access to the school’s students for recruitment purposes.
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:
The Principles for Ethical Professional Practice offer guidance when it comes to the intent to treat employers and students fairly:
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. In addition, career centers should post a disclaimer acknowledging that they have attempted to make a good faith effort to vet all employers but that, as scams are a reality, students have a shared responsibility in researching each opportunity they are considering and that not all employers are vetted by the career center.
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. Conversely, if a career center is aware of specific, verified issues with an employer, such as complaints of harassment made by interns or former students, the career center may have an obligation to prevent the employer from advertising with the career center or using its services. A career center should consult with its legal counsel prior to taking any such action.
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.
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 review any employment contracts or offer terms before signing them. Students could ask a career services professional or a trusted individual to review any employment contracts or offer terms before signing them with the knowledge that these individuals are not attorneys and cannot provide legal advice.
Reviewed and revised by the 2019 Principles for Ethical Professional Practice Committee. Posted September 2019.
Percent of staff time spent student-facing
Median number of students to professional staff member
Median square footage of the career center
Percent of career centers with employer partnership programs
Percent frequently discussing career readiness competencies with faculty
2018-19 Career Services Benchmark Survey