Recruiting Policies & Guidelines - The University of Tulsa

Recruiting Policies & Guidelines

The Center for Career Development and Professional Engagement (CCDPE) is an active member of the National Association of Colleges and Employers (NACE) and adheres to NACE’s Principles for Ethical Professional Practice, which provide recruitment professionals with a framework for maintaining a fair and equitable recruitment process and supports responsible decision-making by candidates.

 

  • OFFER/ACCEPTANCE POLICY

    Extending an offer for an internship, a full-time position, or related opportunity is a serious commitment that we expect employers to honor.  Rescinding offers that have been extended to The University of Tulsa students is a practice that will not be tolerated.  Violation of this policy will prompt a review, and the potential termination, of the recruiting relationship.

    Similarly, accepting an offer for an internship, a full-time position, or a related opportunity is a major commitment and students should only accept an offer if they intend to honor it.  When a student accepts an offer, they are expected to cancel all other scheduled interviews (if applicable); it is inappropriate for students to continue interviewing or applying for other opportunities once they have accepted an offer.  If students are uncertain as to whether they should accept an offer, they are encouraged to consult with a CCDPE Career Coach to discuss their offer and options, including requesting an offer extension.

    Reneging (i.e., accepting an offer, then declining it) can severely damage the student’s reputation, not only in the short-term, but also for the duration of their career.  Additionally, reneging also has negative implications on the University’s relationship with the employer and can affect opportunities for future University of Tulsa students.

    Students who renege on an offer may have their access to Handshake suspended and they may become ineligible to participate in any University-sponsored recruiting activities (e.g., campus interviews, career fairs, networking events).

    If there are extenuating circumstances that may impact an offer extended (by employers) or accepted (by students), we ask that either party consult with the Assistant Director of Employer Relations before taking action.

  • MISREPRESENTATION POLICY

    If any information provided in a student’s University of Tulsa Handshake account, resume, or other application materials presents inaccurate or fraudulent information, access to Handshake and/or participation in some or all of The University of Tulsa recruiting activities may be withdrawn.  Students may also be subject to discipline for such misrepresentation.  Examples of misrepresentation include falsifying information provided during an interview, at a recruiting event, in a written resume or cover letter, or in Handshake profiles, resume books, or uploaded resumes.  Employers who believe they have encountered candidates from The University of Tulsa who have misrepresented themselves during the recruiting process should contact the CCDPE.

  • RECRUITING ACTIVITIES POLICY

    To ensure the quality of our services, and to minimize risk to The University of Tulsa students, alumni, and other users of our services, the Center for Career Development and Professional Engagement (CCDPE) has outlined this policy to govern all recruiting activities that occur on The University of Tulsa campus and that are sponsored by the CCDPE.  The guidelines below are in accordance with, and a supplement to, the Principles for Professional Ethical Practice established by the National Association of Colleges and Employers (NACE).

  • Section I: Definition of Recruiting Activities

    Recruiting activities include, but are not limited to, on-campus: career or internship fairs; interviews; information sessions or meetings; company presentations; information tables; presentations and guest panel discussions; postings for jobs, internships, fellowships, or post-graduate service opportunities; and other advertised opportunities communicated to students through bulletin boards, posters, mail announcements, and other campus communication methods.

  • Section II: Communication

    Organizations are expected to go through the CCDPE for their recruiting purposes and refrain from contacting other University of Tulsa departments, offices, programs, faculty, staff, or students directly. This is to ensure compliance with this policy and centralize communication on-campus.

  • Section III: Minimum Requirements

    The CCDPE will sponsor recruiting activities that meet the following conditions:

    1. All organizations seeking to recruit students for any activity or employment position must comply with all federal, state, and local equal employment opportunity regulations (including the ADA) and the University’s nondiscrimination policy.  This requirement includes, but is not limited to, a requirement that the organizations have and enforce policies prohibiting sexual harassment.
    1. All job postings must supply the position title, description, and qualifications; a company/organization description; and appropriate application instructions.  Anonymous postings will not be accepted.
    1. All organizations recruiting for employment purposes must have a public, formal website and the recruiting contacts must have an email addresses directly affiliated with the organization they are representing.
    1. Postings for internship positions must require or prefer enrollment in a bachelor’s degree program.
    1. All “for-profit” private-sector employers wishing to post an unpaid internship position must review and state in writing that they satisfy the criteria set forth by the Department of Labor Fair Labor Standards Act for unpaid internships.  The following factors are reviewed to determine whether the intern is the “primary beneficiary” of the relationship:

    a. The extent to which the intern and the employer clearly understand that there is no expectation of compensation. Any promise of compensation, express or implied, suggest that the intern is an employee—and vice versa.

    b. The extent to which the internship provides training that would be similar to that which would be given in an educational environment, including the clinical and other hands-on training provided by educational institutions.

    c. The extent to which the internship is tied to the intern’s formal education program by integrated coursework or the receipt of academic credit.

    d. The extent to which the internship accommodates the interns’ academic commitments by corresponding to the academic calendar.

    e. The extent to which the internship’s duration is limited to the period in which the internship provides the intern with beneficial learning.

    f. The extent to which the intern’s work complements, rather than displaces, the work of paid employees while providing significant educational benefits to the intern.

    g. The extent to which the intern and the employer understand that the internship is conducted without entitlement to a paid job at the conclusion of the internship.

    1. Postings for full-time positions must require or prefer completion of a bachelor’s degree.
    1. Posting of part-time employment positions is permitted only for organizations located within the Green Country – Northeast Oklahoma area.
    1. Posting of materials or other forms of solicitation for recruiting purposes must be approved by and coordinated through the CCDPE.
  • Section IV: Excluded Recruiting Practices

    The CCDPE will not sponsor recruiting activities for opportunities if:

    1. The opportunity involves on-campus solicitation including, but not limited to, the posting of materials and/or sale of products or services.
    1. The organization is sponsoring an individual to establish their own business/organization for the purpose of selling products or services, and/or recruiting other individuals to establish their own business/organization.
    1. Compensation for the opportunity is exclusively commission or fees/percentage of sales from others under their sponsorship in the organization.
    1. The job, internship, fellowship, or post-graduate opportunity requires an individual to pay a fee—either directly or through the raising of funds—to participate.
    1. The employer requires an initial payment or investment, account balance, or similar fiscal requirement, with the organization itself serving as an umbrella or parent corporation.  The initial investment may include but is not limited to: requirement to attend unpaid orientation or training sessions; direct payment of a fixed fee; payment to attend orientation or training sessions; and/or the purchase, leasing, or renting of a starter kit, sales kit, or presentation supplies.
    1. The opportunity negatively affects the academic progress of a student or encourages a student to discontinue their studies.
    1. The employer fails, for any reason, to provide necessary information needed to post a job vacancy or internship opportunity (e.g., job description, qualifications, or application instructions).
    1. The employer engages in activities that violate local, state, or federal law.
    1. Upon request, the employer is unable or unwilling to provide written documentation of registration with a Better Business Bureau.
    1. Upon request, the employer refuses to provide references to vouch for their organization.
  • Section V: Start-Ups

    The CCDPE has established these criteria for identifying appropriate entrepreneurial employment opportunities for promotion through its services. Start-ups must have progressed sufficiently in their business development process so that they can:
    1. Provide a company name, business (non-residential) address, website and email address, and identify a principal as the key contact.
    2. Verify that they are not seeking potential partners or investors.
    3. Confirm that they have obtained the necessary business licenses and Tax ID’s as well as sufficient funding, including identifying their funding model and investors, if requested.
    4. Offer positions for pay, not just for equity.
    5. Provide clearly defined organization and position descriptions in Handshake.
    Those ventures who cannot meet these guidelines may re-contact the CCDPE at a later stage to discuss access to services.

  • Section VI: Marijuana and Cannabis Industries

    The University of Tulsa and the CCDPE do not allow marijuana or cannabis related organizations to recruit on campus or permit positions that involve the use, production, testing, or distribution of recreational or medical marijuana to be posted in Handshake, on campus properties, or on any other University of Tulsa platform. The use, possession, and distribution of marijuana is illegal under federal law. As a recipient of federal funds, The University of Tulsa is required to comply with federal requirements, including the Drug-Free Schools and Communities Act of 1989. Marijuana use, possession, and distribution are prohibited on campus and as part of university activities.

  • Section VII: Third-Party Agencies

    A third-party agency or recruiter represents a candidate or an employer client, and is not the principal employing organization.  This includes, but is not limited to, organizations such as contract recruiters, career development consultants, career-marketing firms, and temporary or contract agencies.

    The CCDPE is interested in providing all possible employment opportunities to our students.  We will work with and provide services to selected third party and contract agencies and/or recruiters who agree to comply with the following policies and procedures:

    1. If requested by the University, the agency will reveal the identity of the employer being represented and the nature of the relationship between the agency and the employer, and permit the CCDPE to verify this information by contacting the client.
    1. If the CCDPE has an existing relationship with the client, we will inform the third-party agency and decline to post the position.
    1. The agency will provide a position description for valid openings. In accordance with the Family Education Rights and Privacy Act (FERPA), the agency will release candidate information only with the written permission of the employment candidate and only to the identified employer.
  • Section VIII: Service and Volunteer Recruiting (pre-graduation)

    The recruitment of current University of Tulsa students for unpaid service and/or volunteer opportunities is generally restricted to local community partners.  If organizations have a need for current volunteers, they should contact True Blue Neighbors at 918-631-3535 to have an exploratory conversation.

  • Section IX: Reporting of Data

    When requested, a recruiting organization may supply to the CCDPE information regarding University of Tulsa students successfully recruited.  This includes students hired to fill full-time, internship, or other related positions for the organization.  Information may include, but is not limited to, student name, title, position’s division or unit within the organization, geographic location of position, employment start date, or compensation.

  • Section X: Campus Solicitation Policy

    External organizations are prohibited from using campus facilities or property to sell products or services, advertise for an event, advocate for a cause, solicit support for an issue, or share political materials.

  • Section XI: Solomon Amendment

    The University of Tulsa welcomes military recruiters on campus.  Military recruiters seeking student recruitment information should contact the Office of the Registrar.

  • Section XII: Disclaimer

    The University of Tulsa’s CCDPE reserves the right, in its sole discretion, to deny any organization or recruiter access to the services offered by the CCDPE for violations of these policies, as well as reasons including but not limited to:

    1. Any violation of state or federal laws.
    1. Misrepresentation of employer information or absence of information.
    1. Complaints by students or alumnae.
    1. Harassment of University of Tulsa students, alumnae, staff, or faculty.
    1. Requiring personal information at the time of application, such as bank and social security numbers.
    1. Fraud.
    1. Breach of confidentiality as required by the Family Educational Rights and Privacy Act (FERPA).
  • Section XIII: Policy Changes & Updates

    The University of Tulsa reserves the right to interpret, change, and/or update this policy without notice.

  • EXPERIENTIAL LEARNING EXPERIENCES - ASSUMPTION OF RISK COVID-19

    The guidelines in this form are intended to reduce the risk of COVID-19 transmission to students participating in experiential learning, given the highly contagious nature of COVID-19 and the possibility of transmission by asymptomatic individuals, the University cannot guarantee that adherence to these guidelines will entirely prevent such transmission. Every employer accepting a student for experiential learning, internship, or volunteer experience during COVID-19 where students are place will provide this document and ask them to acknowledge their responsibilities. The employer, students, and the CCDPE should all retain a signed copy of the document for their records.

    Experiential Learning Experiences Assumption of Risk