![]() This may potentially include, but is not limited to, financial assistance and outplacement services depending upon the situation. 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. If conditions change and require your company to rescind an offer made to a student, we ask that you call Career Services prior to taking any action. 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. This will allow students to make informed career decisions and will support their acceptance of offers and commitment to employers.Įmployers should in no way try to persuade students to renege on employment offers from other companies under any circumstances. We ask that employers making full-time offers to interns at the conclusion of their internship give students until at least until mid-November so that these students are able to participate in on-campus recruiting during the fall semester. 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 convey final hiring decisions to candidates within a reasonable time frame and communicate that time frame to candidates during the interview process. Unpaid InternshipsĮmployers should review the Primary Beneficiary Test for Unpaid Interns and Students (updated January 5, 2018) to determine if an unpaid intern is actually acting as an employee under the Fair Labor Standards Act. This includes receptions, dinners, company tours, etc.” as stated in the NACE Principles for Professional Practice. “Serving alcohol should not be a part of the recruitment process on or off campus. The serving of alcoholic beverages at or during a recruiting or corporate event is strongly discouraged since students attending may be under 21 years of age. Alcohol Connected to On-Campus Recruiting Unapproved Campus MarketingĪll forms of marketing on campus must receive prior approval from Career Services. Career Services will not post positions where the student is required to purchase or rent any type of sales kit or presentation supplies. Financial Investment by StudentĮmployers are prohibited from charging fees to students during the job search process or during employment. ![]() This would be in direct breach of the recruiter code of conduct and ethics.Ĭareer 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 Practice. Employers should not try to persuade students to renege on employment offers from other companies under any circumstances.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 (November 30) would also be considered an example of an exploding offer. Employers are to refrain from exerting any undue pressure on candidates to accept a job offer. For example, an offer with a 48-hour window or less would be an exploding offer. Pressure To Accept an Offer – Exploding offers (offers that do not afford a candidate the appropriate time to either accept or decline) are unacceptable.Whereas assertive recruitment is appropriate, aggressive recruitment is not (unsolicited or excessive phone calls, unsolicited emails to students, etc.). Recruiting Students – Employers must refrain from putting undue pressure on students to attend recruitment events or to apply for opportunities with the organization.Best practice dictates that unless you or your staff have a personal connection to the faculty member, you should not cold call/email university faculty or staff. 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.“Bait and Switch” tactics and embellishing opportunities or compensation, for any reason, is not permitted. We expect recruiters to be transparent with Career Services about their recruiting activities and the information provided to students.Harassment of any kind is unacceptable and will not be tolerated. We expect employers to interact with Embry-Riddle Aeronautical University students and graduates in a professional manner throughout the recruiting process (whether on campus or off) and beyond.We expect employers to work through and/or include Career Services for their recruiting and campus engagement activities to ensure an exceptional experience and to make sure all guidelines are being followed.Disclosure of Employer Recruitment Activities and Practices
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