Recruiting policies

Expectations for employers

Career and Professional Development Services at Arizona State University adheres to the NACE Principles for Professional Practices for Career Services and Employment Professionals. We require any employer recruiting at ASU to abide by these principles.

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Recruiting policy

Purpose

To ensure the quality of our services to Arizona State University students, alumni and other users, Arizona State University Career and Professional Development Services (CPDS) establishes these policies and guidelines for all employer recruiting activities permitted by our office.

Basic Terms

Career and Professional Development Services at Arizona State University supports its students’ prospective employment choice by allowing employers to recruit and interview its students. These employer recruiting activities include, but are not limited to: career fairs, on-campus interviews, information sessions, employer tabling and advertising career-related opportunities through Handshake.

To participate in employer recruiting activities, employers must meet the following terms:

  • Employers must have an established organization email address and operational website

  • The rate of pay is at least federal, state or local minimum wage (calculated over any time scale – hourly, weekly, semi-monthly, monthly or annually)

  • If offering an unpaid internship, the U.S. Fair Labor Standards Act guidelines must be met

  • Project/contract work and full-time commission-only positions are reviewed and approved at the discretion of CPDS. Career and Professional Development Services does not accept commission-only internships or part-time jobs

  • The employer complies with all applicable federal, state and local Equal Employment Opportunity (EEO) Laws, worker’s compensation laws, workplace safety and unemployment insurance laws, according to the jurisdiction where the employment is offered

  • The employer complies with ASU’s Prohibition Against Discrimination, Harassment, and Retaliation policy, ACD 401, and Career and Professional Development Services Employer Recruiting Policy

  • Career and Professional Development Services asks third-party recruiters to review and follow the Principles for Third-Party Recruiters set forth by NACE

The posting of all job and internship listings is a privilege, and permitted at the discretion of Career and Professional Development Services. CPDS reserves the right to deny a position if it does not follow National Association of Colleges and Employers (NACE) standards and does not support the best interests of students and/or the university.

Looking to Hire an MBA Student or Alumni?

At the graduate level, W. P. Carey adheres to the MBA Career Services and Employer Alliance (MBA CSEA) Standards for Reporting MBA Employment Statistics. For specifics on the policy and offer timelines, please visit the W. P. Carey recruiting policy webpage.

Excluded practices

Career and Professional Development Services will not permit employer recruiting activities if:

  • The full-time job or internship is not career or degree related. Part-time non-degree positions must provide transferrable skills to a related career field

  • The job or internship involves in-home healthcare or child-care, in-home services, door-to-door sales, or marketing goods and services directly to university students

  • Housing is the sole form of compensation offered in exchange for work

  • The organization requires an initial payment or investment, or account balance or similar fiscal requirements with the organization itself serving as an umbrella or parent corporation. Investments may include, but are 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 purchase, rent, or place deposit on a starter kit, sales kit, samples, or presentation supplies

  • The organization fails, for any reason, to provide necessary information needed to post a job opening

  • The organization refuses or fails to provide (upon request) documentation to substantiate any claimed memberships or affiliations with professional organizations, e.g. registration with the Better Business Bureau

  • Additional practices that may lead to exclusion from employer recruitment activities at Arizona State University include, but not limited to: fraud, misrepresentation, bait and switch tactics, breach of confidentiality, substantiated complaints by or harassment of Arizona State University students, alumni or staff, and requiring personal information (e.g. bank and/or social security numbers) when not part of the hiring process.

Cannabis Policy

Although marijuana (cannabis) is legal under certain conditions in the state of Arizona, it is not legal under federal law. To ensure compliance with federal law, ASU Career and Professional Development Services will not post internship or work opportunities at companies that may possess or come into contact with marijuana products. Additionally, ASU Career and Professional Development Services will not support internships for credit or non-credit where a student may come into contact with marijuana products (including work with a company’s clients, attendance at marijuana conventions, etc.).

The Drug Free Schools and Communities Act 1989 (DFSCA) provides, “as a condition of receiving funds or any form of financial assistance under any Federal program, an institution of Higher Education must certify that it has adopted and implemented a program to prevent the unlawful possession, use, or distribution of illicit drugs or alcohol by students and employees.” Further, under the DFSCA, institutions of Higher Education must employ “standards of conduct that clearly prohibit, at a minimum, the unlawful possession, use, or distribution of illicit drugs and alcohol by students and employees on its property or as part of its activities.”

Dispensaries (i.e. retail shops), cultivators or manufacturers of THC infused edibles are examples of businesses that directly work with marijuana, a Schedule 1 federally illicit drug. However, many businesses fall into a gray area including ancillary (e.g. a grow-light manufacturer) businesses, real estate leasing businesses, consumption device and consulting businesses among others. Requests of ASU Career and Professional Development Services that may involve ancillary businesses connected to the marijuana industry will be reviewed to ensure compliance with state and federal law. ASU is committed to the ongoing protection of student access and eligibility for federal financial aid.
 
Medical research projects involving marijuana must comply with A.R.S. § 15-108(A)

Participation in career events

Career and Professional Development Services reserves the right to deny registration for a career fair or request to host an on-campus activity by an employer. If it is determined that the event or location is not aligned with the employer’s recruiting interests and/or the academic demographics of the students at that location; alternative options will be recommended.

Alcohol policy

Career and Professional Development Services adheres to the Arizona State University policy on Alcoholic Beverages. We also adhere to the guidelines set forth by National Association of Colleges and Employers (NACE), that serving alcohol should not be part of the recruitment process. This includes but is not limited to on-campus events, receptions, dinners, company tours, etc.

Grievances

Career and Professional Development Services (CPDS) staff will investigate complaints by users of our services that may involve employers, job postings or work assignments. If the complaint is substantiated, CPDS reserves the right to reject that employer’s future recruiting requests.

CPDS adheres to the aforementioned policies and guidelines to ensure the quality of our services and reserves the right to modify these terms and conditions at any time. All decisions regarding employer recruiting activities are made at the sole discretion of CPDS and Arizona State University.

Ethical practices

The success of the recruiting process is based on adherence to ethical practices as established by the National Association of Colleges and Employers (NACE) in their Principles for Professional Practice, which also includes principles for third-party recruiters.

Offer and withdrawal guidelines

Employers should allow students enough time to make a thoughtful decision. ASU Career and Professional Development Services expects employers to follow principles set forth by the National Association of Colleges and Employers (NACE), which include refraining from practices that improperly influence job acceptances, including undue time pressure for acceptance of offers and encouraging revocation of other employment offers. In the event that an employer must withdraw an offer, the employer will be expected to provide the student with compensation commensurate with the loss of opportunity to secure another offer.

Reneging guidelines

It is unethical for students to continue to seek or consider other employment opportunities once an offer has been accepted. ASU Career and Professional Development Services expects students to honor an acceptance and withdraw from all employment seeking activities. Students who accept an offer from an organization and later renege/decline the offer will be prohibited from further utilizing CPDS pending a meeting with a professional staff member.

Employers are expected to maintain a positive, collaborative working relationship with ASU staff. That includes cooperation with ASU policies and procedures, meeting necessary deadlines to ensure smooth operation of on-campus interview visits, providing the job/company information and data requested, providing hire data as requested, complying with the legal obligations of recruiters, and maintaining the confidentiality of student data as outlined in the Family Educational Rights and Privacy Act (FERPA).

All employer representatives are expected to support ASU policies in all interactions with students. Employers that are unable to comply with these policies may wish to use other recruiting resources, such as newspaper advertisements, commercial job boards or third-party agencies.