University of Illinois Recruitment Policies and Principles
To facilitate opportunities and partnerships between students and employers, the University of Illinois Career Services Council has established policies that provide a consistent operational position. The Careers Services Network adheres to legal and ethical standards of the University and our profession.
We abide by the Principles for Employment Professionals of the National Association of Colleges and Employers (NACE). Please also note the following highlighted items:
Equal Employment Opportunity
We ask employment professionals to comply with EEO and Affirmative Action principles in recruiting activities, including the following items:
- 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 the student's 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
- Developing sensitivity to, and awareness of, cultural differences and the diversity of the work force.
- Informing campus constituencies of special activities that have been developed to achieve the employer's affirmative action goals
- Investigating complaints forwarded by the career services office regarding EEO noncompliance and seeking resolution of such complaints
Third Party Recruiters
Individual Career Services offices will use sound judgment in determining the policies for third party recruiting within their designated offices. Below are some important considerations.
- Offices may need to confirm whether the job vacancy from a third party recruiter is a bona fide or real job vacancy and decide if it is appropriate to allow the actual hiring company to remain anonymous on the job posting.
- Students may be informed that the positions to which they are applying have been submitted via a third party agency. This could involve designating a third party recruiter as such within the company title on the job board.
- If offices decide to submit student resume books to third party agencies, they may need to notify and gain permission from the student to do so.
- The third party agency must not charge any fees to students.
Investment as a Condition of Employment
The use of University space and facilities for student recruitment is restricted to student groups and prospective employers who do not require an investment by candidates as a condition of employment, or that do not require the candidate to pay the organization for their own training.
Guidelines for Employment Offers and Acceptances
We endorse the NACE Principles for Professional Conduct which state:
- Employment professionals will refrain from any practice that improperly influences and affects job acceptances. Such practices may include undue time pressure for acceptance of employment offers and encouragement of revocation of another employment offer. Employment professionals will strive to communicate decisions to candidates within the agreed-upon time frame.
- Employment professionals will supply accurate information on their organization and employment opportunities. Employing organizations are responsible for information supplied and commitments made by their representatives. 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.
Timelines and specific policies may vary among the individual career services offices at Illinois - see www.hireillini.com for a directory of offices and their policies.
Releases, Indemnity Agreements, and Affirmation of Liability Insurance - Experiential Activities
University of Illinois Career Services offices, and their representatives, do not provide releases or provide signed indemnification agreements to employers for internships, cooperative education, or other experiential activities. However, under certain conditions, the University is able to affirm the student has liability protection under the University.s liability self-insurance plan. These conditions include:
- When the student is an enrolled student for the semester in which the experiential activity occurs; and
- When the experiential activity is unpaid and a requirement for graduation in the students. academic program, and/or
- When the experiential activity is unpaid and the student is enrolled for academic credit directly related to the work experience.
Any release or indemnity agreement must clearly delineate the rights and responsibilities of the parties involved. It will be submitted to University Legal Counsel for review and approval, if appropriate.
An agreement will not be accepted if the student is receiving financial compensation in conjunction with the experience. Students who are in unpaid experiential positions and not receiving credit should request from their employer liability coverage for "volunteers" at their workplace.
