Recruiting @ Oregon Tech
The following guidelines govern how recruiters may use and be served by departments/offices of Oregon Tech (Oregon Institute of Technology). These guidelines adhere to the Family Educational Rights and Privacy Act (FERPA), the National Association of Colleges and Employers (NACE) Principles for Ethical Professional Practice, and the policies of Oregon Tech, and expects that employers do the same.
As an employer, recruiter, or other professional interested in connecting with Oregon Tech students and alumni through Career Services or other departments/offices of Oregon Tech, use of services including the Handshake platform, constitutes the employer’s agreement to the following policies.
Please Note: Career Services and all other departments/offices of Oregon Tech reserve the right to refuse service to any employer whose industry, recruiting practices, and job postings do not adhere to Oregon Tech recruiting guidelines and/or policies.
Oregon Tech Career Services will provide services and resources for recruiting opportunities to employers provided they acknowledge and meet the following requirements:
- Comply with the NACE Principals for Employment Professionals, NACE Principles for Ethical Professional Practice, and Oregon Tech Career Services policies.
- Oregon Tech Career Services reserves the right to refuse services to any employer if, in the sole determination of Career Services:
- A review of the specific opportunity or nature or status of the company suggests that it is inappropriate for the service population.
- Misrepresentation or fraud, whether by dishonest information or absence of information.
- Harassment of Oregon Tech students, alumni, faculty or staff.
- If students are injured or exposed to unsafe working conditions related to the employer’s employment opportunities.
- If the employer discriminates in violation of laws or Oregon Tech policies.
- If Career Services receives student or faculty/staff complaints about discrimination, harassments, threats, unsafe working conditions, or other questionable circumstances.
- Failure to adhere to Oregon Tech Career Services policies.
- Any violation of Oregon Tech’s university policies.
- Any violation of local, state, or federal laws.
Employers must follow US Department of Labor, the Americans with Disabilities Act, the EEOC Regulations, NACE Principals for Ethical Professional Practice, Oregon Tech Policies and Procedures, and local, state and federal laws. It is unlawful for an employer to use screening criteria based on race, gender, ethnicity, marital status, disability, age, sexual orientation and other bases covered by law and policy.
These include, but are not limited to:
- Make reasonable accommodations for a person with disabilities so that they may participate in the recruitment activities.
- Avoid the use of inquiries that are considered unacceptable by EEO standards during the recruiting process.
- Refuse to screen and select resumes/candidates for interviews/employment based upon the race, religion, age, national origin or ancestry, gender, sexual orientation, mental or physical disability, marital status, or veteran status of a candidate (defined to include current students/enrollees and alumni).
Employers wishing to participate in On-campus Recruiting activities (such as information sessions, on-campus interviews, career fairs, etc.) should in good faith have the intention to recruit for the following:
- Full-time position requiring at least a four-year degree; and offer salary or salary/commission combination (no commission only) -OR-
- Internship position providing professional-level experience and training requiring ongoing supervision and feedback to interns; clearly stated compensation level (paid or un-paid. See: Requirements for Unpaid Internships).
On-campus recruiting activities are reserved for the recruitment of students to full-time or internship positions meeting the criteria above. Any deviance from this guideline, including, but not limited to; product promotion, services promotion, surveys, focus-groups or other forms of product testing and marketing, and recruitment for positions not meeting the criteria above must be fully disclosed and authorized by Oregon Tech Career Services.
Cancellations: Employers who cancel an interview schedule once the student sign up period has opened are responsible for contacting the students to inform them of the cancellation.
Interview Space: Oregon Tech may limit the number of interview rooms available for a given employer due to space constraints. Interview space is granted on a space available basis.
Interview Times: Interviews should be scheduled during open business hours.
All employers, recruiters, and other professionals will screen and refer applicants based upon job-related criteria only.
To be equitable, all positions must be posted on the Career Services job board (currently Handshake) so that all students have access to job posting information.
Full-time, part-time, internship, co-op, seasonal, entry-level, and experienced/alumni positions must be submitted to the Career Services job board (currently Handshake).
All positions and employers are subject to approval by Career Services, and must meet the following minimum guidelines:
- Employers must provide an official company address, accurate location of employment performance, business email, website, and contact first and last name. If registering without proper information, the employer’s request will be denied. Address must not be a personal residence, email may not be a personal email. Once denied, the employer will need to resubmit with requested information and will need to contact Career Services for their registration to be re-evaluated. Resubmissions will be evaluated on a case-by-case basis.
- Employers with a Handshake Trust Score below 80% will be denied. Employers may contact Oregon Tech Career Services to be considered for an exception. Exceptions will be made on a case-by-case basis. Handshake offers advice on how to improve a trust score.
- Third Party Recruiters must identify themselves as such.
- Job postings must be actual, current openings.
- Job postings must not deal with anything that is sexually explicit, obscene, libelous, defamatory, physically threatening, or illegal.
- Job postings must not require fees or start-up costs of applicant; all such fees shall be paid by the employer. Types of fees are including but not limited to requirement to attend unpaid orientation or training; direct fees in order to be placed into a job or internship; payment for application fees; requirement to purchase, lease, or rent sales kits, samples, presentation supplies, or the like.
- Job postings must clearly identify the responsibilities of the position, the identity of the employer, and the type of business of the position and the employer.
- Internships must clearly state whether they are paid or unpaid.
- Door-to-door sales positions will not be accommodated.
- Positions that would employ students for a private individual (e.g. babysitter, private tutor, caretaker, home care, labor, etc.) will be evaluated on a case-by-case basis.
- Re-disclosure of student information is prohibited. Employers who receive students’ resumes and educational information may use it only for the original intended purpose for which disclosure was granted. Thus, employers may not transmit student information to any other employer or third party, and not to others within the employing company for any purpose other than employment purposes.
- Employers may utilize Handshake to search for students solely for recruiting purposes. Employers are encouraged to explain to students how they were found on Handshake. Dishonesty or misrepresentation regarding an employer explanation may result in revoked recruiting privileges.
- Job postings and internship postings (made by for-profit companies) must meet minimum wage criteria for the state in which the job or internship is located. Exceptions will be made if total compensation includes in-kind items such as housing.
- Employers recruiting interns must follow the criteria for an experience as defined as an internship by the NACE Position Statement on US Internships.
In addition to minimum guidelines, Oregon Tech attempts to curate the jobs posted to our job board position type and geography so that they meet student needs. If job postings are rejected and employers feel this was in error, they may contact email@example.com for a review.
Photos or videos should not be used as part of the selection process. Exceptions will be made for use of video conference meetings or interviews should a student not be able to attend in person.
Social Security Numbers should not be utilized during the hiring process, except when required by law.
All candidate information provided to an employer is released only to the employer for hiring purposes related to the identified job posting. Re-disclosure is not permissible in accordance with the Family Educational Rights and Privacy Act.
EMPLOYERS: When offered a position, applicants should be given a reasonable time period to respond to such offers. High pressure techniques like exploding salary bonuses and/or unreasonably short deadlines to persuade students/alumni to accept job offers shall not be used.
STUDENTS: Open, professional communication with any employer extending an offer of employment is encouraged and expected. When offered a position, applicants shall respond to employers with an acceptance or declination by a mutually agreed upon date.
FAIRS AND EVENTS PAYMENT
Registered employers will receive an email receipt of registration/reservation with an invoice. Payments must be received no later than two-weeks prior to the date of the fair or event. Exceptions may be made for government payments with prior arrangement, in which payment is due no later than 30 days after the fair or event for which the employer has registered.
Oregon Tech Career Services accepts checks, VISA, Mastercard, and Discover. Submission of the registration by an employer is considered a reservation and an agreement to the Fairs and Events Payment Policy.
REFUND REQUIREMENTS: For a full refund of registration fees, Oregon Tech Career Services must receive via email a written cancellation notice. This cancellation notice must be received no less than 14 days prior to the fair or event for which the employer registered. Please understand that the University Business Office issues refunds on behalf of Career Services, so this process, though expedited as quickly as possible, will not be immediate.
If an employer registers and is confirmed but does not attend the career fair or event and has not given written cancellation notice at least 14 days prior to the fair, it is the employer responsibility to pay the full registration fee.
LATE ATTENDANCE/NO SHOW: Cancellation with less than 24-hour notice or a failure to appear within 30 minutes of the event start time is considered a no-show. Failure to notify Oregon Tech Career Services adequately may result in a restriction of services offered. Late arriving employers are requested to inform Career Services of their approximate late arrival time. Space will be held for an employer running late with adequate notice. Employers who have failed to appear within 30 minutes of the event start time without having notified Career Services of a late arrival may forfeit their table space to wait-listed employers or “walk-in” registrants. Career Services does not encourage walk-in registrations as we cannot guarantee table availability, but we will make every effort to accommodate employers if tables are available. No refunds will be given for employer “no-shows” to Career Services events. Fees paid are forfeited. If fees are still due, they are expected to be paid immediately.
REPORTING OF PLACEMENTS/OUTCOMES
Employers who utilize Oregon Tech Career Services (or any other campus department/office) to post jobs, screen applicants, conduct interviews, or any other recruiting effort are required to report the outcomes of their Oregon Tech recruiting efforts. This includes offers and acceptances of full-time, part-time, and internship positions.
Employers should report this information to Career Services through Handshake or via email (firstname.lastname@example.org).
Oregon Tech Career Services reserves the right to make exceptions to the policies as necessary. Each exception will be granted on a case-by-case basis and does not constitute a change in policy, nor does it guarantee that the same decision will apply in the future.
All violations will be investigated on a case-by-case basis. If an employer is found to be in violation of the above policies, access to services may be revoked.