Policies and Best Practices adapted from National Association for Colleges and Employers (NACE) Principles for Professional Conduct for Career Services & Employment Professionals.
The Business Career Center maintains the following policies in congruence with NACE Principles for Professional Conduct for Career Services & Employment Professionals. These guidelines mirror the guidelines put forth by Penn State’s Central Career Services. Please note that specific academic colleges or programs may have additional guidelines. Therefore, we highly recommend that you consult with the appropriate office.
EQUAL EMPLOYMENT OPPORTUNITIES
Employers recruiting on campus will be expected to maintain 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 provide reasonable accommodations upon request.
The Business Career Center cannot act as an agent or referral entity for recruiters/employers by recommending or screening for specific candidates. It is the Business Career Center’s obligation to:
- 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.
- 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.
However, to assist employers in selecting the most qualified candidates from the largest applicant pool possible, the Business Career Center can:
- Assist recruiters with accessing certain groups on campus to provide a more inclusive applicant pool.
- Help employers identify and outreach to appropriate audiences based on non-discriminatory criteria such as major, academic year, GPA.
- Assist employers in promoting their opportunities on campus through various channels.
- Provide instructions to employers for posting on Nittany Lion Careers, a job board that is accessible by business students searching for internships and co-op opportunities.
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 Business Career Center 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. Business Career Center staff choosing to serve as test proctors do so independently of the requesting company and have no responsibility for exam review.
EXTENDING OFFERS TO CANDIDATES
The Business Career Center requires that employers supply accurate information on their organization, employment opportunities, and compensation packages when extending an offer. Employing organizations are responsible for information supplied and commitments made by their representatives.
The Business Career Center does not have specific restrictions on when offers may be extended. We do ask that employers communicate decisions to candidates within a reasonable time frame and communicate that time frame to the candidates.
Penn State Career Services asks that all employers provide a reasonable time frame for acceptance of offers extended to candidates. We prefer that candidates are given 15 to 25 business days to make a decision on an offer. Please note that specific academic colleges or programs may have additional guidelines. Therefore, we highly recommend that you consult with the appropriate office. Employers are expected to refrain from using any undue pressure in the (hiring or job offer) process. This includes, but is not limited to, rescinding offers if not accepted in less than the 15-day time frame or to renege on an acceptance of another offer.
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, including (but not limited to) financial assistance and outplacement services. This is in accordance with the National Association of Colleges and Employers (NACE) Position Statement on Rescinded and Deferred Employment Offers. This document provides additional recommendations, legal considerations, and ethical considerations for employers.
Third-party organizations providing recruiting services for a fee will be required to:
- Inform Business Career Center of the specific employer(s) they represent and the specific jobs for which they are recruiting, and the Business Career Center will verify the information;
- Reveal the company names to students/alumni selected for an interview;
- Allow Business Career Center to add to their job description the following statement: “Applicants, upon being selected for an interview, will be notified of the company name by the third-party recruiter.”
The Business Career Center will request contact information for the organization for which the third party is providing recruiting services if/when there is a concern related to a company. The Business Career Center 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 they are representing will be with prior consent of the student. Third-party recruiters that charge fees to students will not be permitted access to the Business Career Center.
CAREER SERVICES MAY RESTRICT ACCESS TO RECRUITING ACTIVITIES IF THE FOLLOWING CONDITIONS ARE COMPROMISED:
1) Employing organizations will not improperly influence and affect job acceptances. Such practices may include undue time pressure for acceptance of employment offers and encouragement of revocation of another employment offer.
2) Employing organizations will supply accurate information on their organization, employment opportunities, compensation packages, and typical earnings and performance statistics. Employing organizations are responsible for information supplied and commitments made by their representatives. If unexpected conditions occur that cause 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 (refer to NACE Position Statement on Rescinded and Deferred Employment Offers).
3) Employing organizations will provide the Business Career Center with appropriate permanent contact information and will clearly display the identity of the organization they are representing at all recruitment events and activities.
4) Employing organizations requiring a financial investment on the part of students to participate in an internship or full-time permanent position (e.g., the purchase of a demonstration package or payment for a required training program) will do so only if 1) students have the opportunity to rent necessary equipment/materials; and/or 2) students are fully informed on the amount and specific uses of required fees as well as whether or not a reimbursement policy exists.
5) Employing organizations recruiting students for the purpose of selling their products/services to students, staff, faculty, and others on campus is not permitted. The Business Career Center will not become involved in the promotion of such opportunities (refer to Penn State Policy AD27 at https://policy.psu.edu/policies/AD27 for further information).
6) Employing organizations recruiting for Multi-level marketing (MLM) are prohibited from recruiting on campus and/or utilizing Penn State recruiting tools (e.g., Career Fairs, Job Boards, etc.).
7) Employing organizations are prohibited from serving alcohol as part of the recruitment process. Employers may not have any banners, posters or other displays featuring any alcohol (or tobacco) logos, images or products of any kind
8) Employing organizations will maintain equal employment opportunity (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 the Business Career Center regarding EEO noncompliance and seeking resolution of such complaints.
9) Employing organizations 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.
10 )Employing organizations engaged in administering, evaluating, and interpreting assessment tools, tests, and technology will inform the Business Career Center of these tests and ensure that such tests do not violate campus policies.
Contact the Business Career Center at SmealCareers@smeal.psu.edu if you have any questions.