Disclosure of Employer Recruitment Activities and Practices
- We expect employers/recruiters to work through and/or include the Office of Career Services for their recruiting and campus engagement activities to ensure an exceptional UT experience and to make sure all guidelines are being followed.
- We expect recruiters to be transparent with Career Services about their recruiting activities and the information provided to students. ‘Bait and Switch’ tactics and embellishing opportunities or compensation, for any reason, is not permitted.
- We ask that employers do NOT drop-in unannounced to classrooms in order to promote their opportunities or pass around sign-up sheets to capture student contact information. Best practice dictates that unless you or your staff have a personal connection to the faculty member, that you don’t cold call/email University staff.
Undue Pressure by Employer
- Recruiting Students – Employers must refrain from putting undue pressure on students to attend recruitment events or to apply for opportunities with the organization. Whereas assertive recruitment is appropriate, aggressive recruitment is not (unsolicited or excessive phone calls, unsolicited emails to students, etc.).
- Pressure To Accept an Offer - Exploding offers (offers that do not afford a candidate the appropriate time to either accept or decline) are unacceptable. For example, an offer with a 48-hour window or less would be an exploding offer. Employers are to refrain from exerting any undue pressure on candidates to accept a job offer. Applying pressure to a student to accept a job offer at the conclusion
of a summer internship prior to commencement of the fall recruiting
season would also be considered an example of an exploding offer.
- Employers should not try to persuade students to renege on employment offers from other companies under any circumstances. This would be in direct breach of the recruiter code of conduct and ethics.
Student Direct Referrals
Career Services staff supports and maintains fair and equitable recruiting practices and is therefore precluded from making direct student referrals or recommendations as outlined in the NACE Principles for Professional Practices.
Financial Investment by Student
Employers are prohibited from charging fees to students during the job search process or during employment. Career services will not post positions where the student is required to purchase or rent any type of sales kit or presentation supplies.
Unapproved Campus Marketing
All forms of marketing on the UT campus must receive the approval of the Office of Career Services and/or the Office of Student Leadership and Engagement.
Alcohol Connected to On-Campus Recruiting
The serving of alcoholic beverages at or during a recruiting or corporate event is discouraged since students attending may be under 21 years of age. “Serving alcohol should not be a part of the recruitment process on or off campus. This includes receptions, dinners, company tours, etc.” as stated in the NACE Principles for Professional Practices.
We ask that employers convey final hiring decisions to candidates within a reasonable time frame and communicate that time frame to candidates during the interview process. As a general rule, employers should give students a minimum of two weeks from the date the offer is made to make their decision.
We ask that employers making full-time offers to interns at the conclusion of their internship to give students until at least until Nov. 15 so that these students are able to participate in on-campus recruiting during the fall semester. This will allow students to make informed career decisions and will support their acceptance of offers and commitment to employers.
Employers should in no way try to persuade students to renege on employment offers from other companies under any circumstances. This practice would be in direct breach of our recruiter code of conduct and ethics and may result in restricting access to our career services and students.
If conditions change and require your company to rescind an offer made to a student, we ask that you call the Office of Career Services prior to taking any action. If the decision to rescind an offer remains after discussions with career services staff, we ask that you pursue a course of action for the affected candidate that is fair and equitable. This may potentially include, but is not limited to, financial assistance and outplacement services.
If your organization has a required contract that must be signed in order to be employed with your organization, the student must be allowed to take the contract with them in order to review and seek any needed counsel or advice before signing. They must also be afforded a reasonable amount of time (general rule is a minimum of two weeks) to consider the opportunity before making a decision. Career Services also reserves the right to request to review any contracts being used in campus recruiting.
Breaches of Conduct by Employers
An employer’s unfair treatment of students has the potential to result in any/all of the following actions by the Office of Career Services:
- Restricting employer access to Career Services and students in all channels to include HIRE-UT, programs and events.
- Placing the name of the employer in our internal database to denote unfair practices.
We encourage students to immediately release offers they do not plan to accept. Furthermore, any student reneging on an accepted offer is considered in serious breach of our recruiting policies and a poor reflection on The University of Tampa. If this situation occurs, contact career services prior to taking any direct action with the student. The matter will receive immediate attention from our staff and actions that may be taken include revoking the student’s access to career services.
Refer to the Campus Recruiting Guidelines for Students (PDF) for familiarization with our expectations of students who participate in the campus recruiting program at The University of Tampa.