Policies for Use of Career Services & Affiliations
In order to provide fair and equitable services to our students and employers, the Career Center and its clients adhere to the following policies:
Employers must subscribe to the National Association of Colleges and Employer (NACE) Principles for Professional Practice, the Department of Labor laws and regulations, and to the Equal Employment Opportunity Commission (EEOC) recruitment and employment guidelines and laws established by the Federal and Nebraska governments. We do not knowingly furnish assistance and facilities for interviewing or other career services functions to employers who discriminate in their selection of employees on the basis of race, color, ethnicity, national origin, sex, pregnancy, sexual orientation, gender identity, religion, disability, age, genetic information, veteran status, marital status, and/or political affiliation. Please see: go.unl.edu/nondiscrimination
We reserve the right to refuse service to employers for factors such as the following:
- Misrepresentation by dishonesty or lack of information
- Complaints by students
- Harassment of UNL students, alumni, or staff
- Breach of confidentiality
- Requiring, at the time of application, personal information such as bank and social security numbers
- Positions not likely of interest to college students or alumni
- Excessive outlay of personal funding required to obtain the position
- Failure to adhere to Career Services policies and/or any violation of UNL rules and regulations, and local, state, or federal laws.
Third Party Recruiters are agencies, organizations or individuals that recruit candidates for other organizations’ temporary, part time or full time employment opportunities. They may also recruit for their own organization’s internal hiring needs.
Third Party Recruiters using UNL Career Services are expected to follow the same policies and procedures established for recruiters representing their own organization. In addition, Third Party Recruiters are expected to agree to these Third Party Recruiter policies, ensure all staff understand and comply with these policies, and ensure open and accurate communication with UNL students.
1. Recruiters seeking to use Handshake in connection with UNL will:
- Agree to and follow the Handshake Terms of Service.
- Provide complete job descriptions, clearly indicating that you are a Third Party Recruiter.
- Only recruit candidates for employer clients you represent.
- Not download resumes or send direct messages to students and alumni who have not applied to a specific job opening.
- Not use candidate information, including resumes, obtained for a specific job opening for any subsequent job openings or for soliciting employer clients, except where specifically agreed to by the candidates involved.
- State in the job description that any fees assessed by your organization and whether those are to be paid by the employer client you represent or the UNL candidate.
- Provide name of the employer client for whom you are recruiting on behalf of in the job description. If this information is confidential, you must still disclose it to Career Services staff if requested. Names will be held in confidence and will not be released to job candidates.
- Agree that neither you nor your employer client will provide UNL students’ resumes, or candidate information to any other party without the student’s consent. Failure to comply with this is a violation of The Family Education Rights & Privacy Act of 1974.
2. Recruiters are permitted to participate in career events (fairs, tabling, and on-campus interviewing) and must agree to the following:
- Disclose whether you are recruiting for your organization’s internal hiring needs or for employer clients. If you are recruiting for employer clients, disclose the names of the employer clients to Career Services in advance (upon registration) of the career event.
- Agree that neither you nor your employer client will provide UNL students’ resumes to any other party without the student’s consent. Failure to comply with this is a violation of The Family Education Rights & Privacy Act of 1974.
3. Recruiters recruiting on UNL’s campus shall:
- Abide by all applicable UNL Career Services policies and procedures.
- Adhere to National Association of Colleges and Employers’ (NACE) Principles for Professional Practice and Principles for Third Party Recruiters.
- Adhere to Department of Labor laws.
- Maintain EEO compliance and follow affirmative action principles during all recruitment activities. This means recruiting, interviewing, and hiring individuals without regard to race, color, ethnicity, national origin, sex, pregnancy, sexual orientation, gender identity, religion, disability, age, genetic information, veteran status, marital status, and/or political affiliation.
4. Recruiters will not have direct access to student resumes. Compilations of resumes may be processed for Third Party Recruiters if the name and location of the hiring company is disclosed and Career Services is provided permission to verify this information by contacting the employer client. A job description including the name of the employer client is required to provide a compilation of resumes.
The University of Nebraska-Lincoln recognizes that the recruiting process involves important decisions for both students and employers. We encourage students and employers to use fair and reasonable practices when in the job and internship search and appreciate employers who extend opportunities to students. In order to support those employers’ needs and to provide students adequate time to evaluate and respond to job and internship offers, we request employers consider these guidelines.
- The National Association of Colleges and Employers (NACE) notes, “Experience shows the best employment decisions for both students and employers are those that are made without pressure and with the greatest amount of information. Students given sufficient time to attend career fairs, participate in on-campus interviews, and/or complete the interviewing in which they are currently engaged are more likely to make good long-term employment decisions and may be less likely to renege on job acceptances” (NACE position on Reasonable Offer Deadline Guidelines
We expect students to:
- Make requests for reasonable accommodations promptly
- Immediately release offers they do not plan to accept in order to allow the employer the opportunity to consider another student for the position
- Not accept an offer for employment while continuing to pursue other opportunities
- Not renege or turn down a previously accepted job offer
We expect employers to:
- Demonstrate flexibility in working with students to consider reasonable requests
- Communicate hiring timelines clearly
- Not place undue pressure on students to make offer decisions
- Uphold job offers
For students receiving a full-time offer after a summer internship, the offer should remain open for a minimum of 3 weeks from the date of the written offer, or until November 1, whichever comes later.
- Internship to Full-Time Offers
For students receiving offers for internships or full-time positions during the fall recruiting season, the offer should remain open for a minimum of 3 weeks from the date of the written offer, or until November 1, whichever comes later.
- Fall Recruiting
For students who receive offers during the spring recruiting season, the offers should remain open for a minimum of 2 weeks from the date of the written offer.
- Spring Recruiting
- Exploding offers (offers that are withdrawn if not accepted quickly) do not give candidates an appropriate amount of time to accept or decline, putting pressure on students to make a rushed decision. Employers are strongly discouraged from making offers with timing-based consequences such as diminishing bonuses, rescission of offer if not accepted, or reduced options for location preferences.
- Most positions are offered on an "at will" basis. However, if conditions change and require the employing organization to revoke its commitment, we advise employers to notify students of a rescinded offer immediately. The employer should consider a course of action for the affected candidate that is fair and equitable. This is in accordance with the National Association of Colleges and Employers (NACE)
- . This document provides additional recommendations, legal considerations, and ethical considerations for employers.
- The University of Nebraska-Lincoln strongly discourages students from reneging on internship/job offers, and makes efforts to educate students about the implications of taking this step. If a student reneges on an offer with your organization, please contact us immediately.
Work Authorization - In compliance with a Department of Justice determination, Career Services does not permit the use of work authorization, visa status, or citizenship data in Handshake job postings. More information can be found at Department of Justice.
Legal Compliance Notice Regarding Internships - Career Services expects employers to be aware of the legal issues governing internships and co-op programs. More information can be found in the Fair Labor Standards Act and the NACE position statement on U.S. internships.
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