Recruiting Policies

Recruiting Policies

We ask that employers abide by the Principles for Employment Professionals of the National Association of College and Employers (NACE). Indiana University acts as a referral service by permitting employers to post information about current job listings. The University is unable to research the integrity of the organizations or persons who list jobs with us, and we make no representations, recommendations, or guarantees regarding any jobs posted or employment data transmitted through University career services software. We urge students to exercise caution and common sense when applying for any position.

The University shall not be responsible to anyone who posts, accesses information, or otherwise uses University software for any direct or indirect harm, damage, or loss incurred in connection with such use, regardless of the nature of the claim or cause of action. Without limiting the foregoing, the University expressly disclaims any responsibility or obligation to assess or determine the suitability of any individual seeking employment, any potential employer, or any potential employment situation.

By using the online system to post, retrieve information, or engage in employment activities, the user shall be deemed to understand and agree to the above terms and disclaimer of University liability.

Employer Code of Conduct

In order to facilitate a positive recruitment process, we require employers and their representatives, including but not limited to employees, recruiters, and student ambassadors, (hereinafter referred to collectively as “employers”) to behave in a manner that best exemplifies the values of their organizations and that comports with the Principles for Ethical Professional Practice of the National Association of College and Employers (NACE) and the following guidelines: 

• All on-campus recruitment must be pre-approved by career services offices. This includes, but is not limited to, class presentations and tabling.
• Respectful language and behavior is expected at all times when engaging with or around students and staff.
• All employers must refrain from applying undue pressure to students and career service employees. This expectation includes, but is not limited to the following:
  • Employers must refrain from putting undue pressure on students to attend recruitment events or to apply for opportunities with the organization. Whereas assertive recruitment is appropriate, aggressive recruitment is not (unsolicited or excessive phone calls, unsolicited emails to students, etc.).
  • Exploding offers (offers that do not afford a candidate the appropriate time to either accept or decline) are unacceptable. For example, an offer with a 48-hour window or less would be an exploding offer. Employers are to refrain from exerting any undue pressure on candidates to accept a job offer.
  • Employers should not try to persuade students to renege on employment offers from other companies under any circumstances. This would be a direct breach of the recruiter code of conduct and ethics.
• All organizations are required to abide by IU's anti-discrimination policies (https://policies.iu.edu/policies/ua-01-equal-opportunity-affirmative-action/index.html).
• Employers that misrepresent employment opportunities risk losing access or privileges to recruiting resources.
• Employers must adhere to the U.S. Department of Labor Guidelines for Unpaid Internships (https://www.dol.gov/whd/regs/compliance/whdfs71.htm).

Additionally, employers must also adhere to the expectations of the individual IUB entities with whom they are working (i.e.: Kelley School of Business, SICE, etc.).

By participating in on-campus recruiting services, employers agree to comply with the above University policies and guidelines. In the event an employer violates these guiding principles, or student complaints are filed regarding an employer, Indiana University Career Services reserves the right to ask that employer to leave campus immediately. Indiana University also reserves the right to review, deny, or revoke employer recruitment access and participation at any time, which could include removal of any active job postings.

If an employer is also a student of the university, that student may forfeit some or all access to the career services designed for students if the student is found to violate some or any of these guiding principles.

Posting Positions

The University will not post a position if:

• The employment opportunity involves on-campus solicitation or on-campus sales.
• The student is required to purchase, rent, or obtain a line of credit for any type of sales kit or presentation supplies.
• The student is required to obtain a personal or corporate line of credit.
• The employment opportunity is contingent upon the student paying a fee for employment or placement services.
• The posting is for a part-time commission-only position.
• The position requires that Indiana University be entered into an employment contract as a subcontractor.
• The position requires an affiliate of Indiana University to sign an assumption of liability waiver.

We do not permit job postings or grant access to other online job posting sites via
University software.

We do not post advertisements for competitions or contests.

We reserve the right to refuse individual postings.

Extending Offers of Employment
We ask that employers convey decisions to candidates within a reasonable time frame and communicate that time frame to candidates. As a general rule, employers should give students a minimum of two weeks from the date the offer is made to make their decision. Please refer to the NACE Advisory Opinion: Setting Reasonable Deadlines for Job Offers.

Exploding Offers of Employment
Exploding offers are unacceptable. Employers are expected to refrain from exerting any undue pressure on candidates to accept a job offer. Exploding offers (offers that do not afford a candidate the appropriate time to either accept or decline) put enormous pressure on students to make a decision before they have completed the interviewing process.

Third Party Recruiters
Third party recruiters will be allowed to post positions if they provide, in the job posting, the name of the organization for which the third party is providing recruiting services. The third party recruiter must also provide contact information for the organization for which the third party is providing recruiting services to the University.

The third party agency must state that it will not charge any fees to students.

The third party recruiter may only disclose student information for the open and advertised position. Any other disclosure of student information must have the written consent of the student.

Third party recruiters may not attend career fairs unless they are hiring for their own office. Exceptions will be made on a case by case basis for third party recruiters who recruit for a specific area, such as the life sciences or have an outsourced human resources contract with a particular employer.

Third party recruiters may not have access to the resume database and they may not participate in on-campus recruiting.

Compliance with Equal Employment Opportunity (EEO) and Affirmative Action Principles
Employment professionals will comply with EEO and Affirmative Action principles in recruiting activities in a manner that includes the following:

• 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 a 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.

Disability Disclosures

• Students will not be pressured to disclose or talk about their apparent or non-apparent disability before, during or after an interview process
• Students can request accommodations for interviews, ahead of time, in conjunction with the ER staff member for the recruiting company who can assist with determining if IUB DSS can assist with providing resources for accommodations

Disability Disclosure Guidance for Students

Students can choose to disclose (or not disclose) their disability when they are comfortable and are ready to have the conversation with their recruiter, interviewer or hiring manager.

When you disclose (or not) is completely up to you.  If you do decide to disclose, your designated Career Services office is available to help you discuss and practice your talking points.

• Not disclosing
  • If the student does not require accommodations for the interview or to perform the job that they are applying for, they can choose not to disclose
• Disclosing on the resume or application:
  • The student is not required to state a disability on their resume
    • If you are a member of an organization related to people with disabilities, you may choose to disclose this on your resume, especially if you have been in a leadership role in that organization
  • From a legal standpoint, employers should not to ask if the student has a disability on an application form. If an application form requests for the student to share your disability, leaving it blank is advisable
• Disclosing before an interview:
  • If the students’ disability is non-apparent, they are not required to disclose it until they are comfortable doing so, and they are not required to provide documentation – only that they need an accommodation if they are invited to an interview
  • If the student needs an accommodation for interviews or pre-interview testing, talk with their career coach about requesting accommodations, and be sure to connect with the Employer Relations staff member for that company so the onsite staff can support the student as well
• Disclosing during the interview:
  • If you have an apparent disability, the recruiter may address it during the interview
  • Explain your disability in a straightforward, easy to comprehend manner
  • Be ready to explain and counter any common myths about your disability
  • Bring to the table information, workarounds or processes that assist you with being successful in the role
  • Know where to find resources for accommodations such as the Job Accommodation Network  https://askjan.org/
  • Have your message planned as to why you are a great candidate and can deliver quality work in the role
• Disclosing during job offer:
  • According to the EEOC, once a conditional job offer is made and before an employee starts work, employers may ask any disability-related questions they choose and they may require medical examinations as long as this is done for all entering employees in a particular job category
  • Employers are not required to provide accommodations if they are not aware of the need for them