Recruiting UNC Bears

Employer Policies and Guidelines

We expect that all employers review and agree to the National Association of Colleges and Employer Principles for Professional Practice. Employers must have current or anticipated job openings for college graduates or interns. For employers hiring current students, employers must have an “employer-employee” relationship for paid positions (W-2) and have no required fees (other than professional licensure fees for career employees). We expect employers adhere to all the federal and state Equal Employment Opportunity (EEO)  Laws and Guidelines.

In addition, employers recruiting at UNC will embrace the institutions values which include academic integrity, excellence, teaching and learning, diversity of thought and culture, intellectual freedom, and equal opportunity.

All employer recruitment activities on campus are required to adhere to the following policies. If employers violate any of these policies and/or student complaints are filed regarding an employer, the Center for Career Readiness will review the complaint and reserves the right to deny an organization campus recruiting services pending the results of the investigation.  

• Handshake

  Job and internship postings on Handshake must display accurate information about the positions they represent. As such, employers will be prompted to provide specific required information about the positions they post to Handshake, including but not limited to job or internship title, salary/wage information, and a description of duties. Center for Career Readiness personnel will review the postings and activate them if they meet requirements.

  All employers must be verified as legitimate organizations by providing a valid business name, physical address, email address, phone number (website is desirable) and the name of a contact who can be reached at the listed address(es).  Foreign based businesses may be verified by the U.S. Department of State.

• Non-Agency In-Home Services

  UNC does not assist in the recruitment of domestic positions, such as those in healthcare, childcare, lawn mowing, drivers, private tutors, etc. Instead, you may utilize services such as Care.com, United Way, or Craigslist.

  Please note, we refer UNC students who are interested in domestic employment positions to the websites noted above.

• Colorado’s Cannabis Industry

  Due to federal funding, organizations and representatives of the cannabis industry are ineligible to post jobs on Handshake, conduct on-campus interviews, and participate in UNC’s career fairs.

• Third-Party Recruiting Agencies

  We follow general NACE guidelines in working with third-party agencies as published in the Principles for Professional Conduct for Career Services and Employment Professionals. 

  We work with third-party agencies that meet the following criteria: 

  • Third party recruiters will be allowed to post positions if they provide a full job/internship description for a valid opening and disclose the nature of the relationship between the agency and the employer to career services staff. Although not required to be included in the posting itself, it is required that the name of the employer for which the third party is providing recruiting services be provided to career services. 
  • Third party recruiters must comply with all Federal and State Equal Employment Opportunity laws (Titles VI and IX, and ADA).
  • Charge no fees to candidates.
  • In accordance with the Family Educational Rights and Privacy Act (FERPA), release candidate information only to the identified employer. Re-disclosure of candidate information to other employers or entities is not permitted without the explicit written consent of the candidate.
  • Provide a position description for a valid opening.
• Commission-based “1099” Positions
  • 1099 positions must include the following disclaimer in the posting: “This is a 1099 position. Persons paid on a 1099 basis are independent contractors and are self-employed. Independent contractors are required to pay all self-employment taxes (Social Security & Medicare) as well as income tax. Independent contractors generally do not receive any type of employment benefits from the client. For more information please refer to www.irs.gov or talk with a tax professional.”
  • Companies/organizations with door-to-door sales models are not allowed to utilize services and resources provided by the UNC Center for Career Readiness.
  • The organization is expected to have training and ongoing support including marking materials.
  • No non-refundable fees or purchases are acceptable, and no compensation should be focused on recruiting additional individuals to the organization.
  • The organization should not expect UNC students or alumni to repay expenses if they decide to leave the organization.
• Best Practices and Requirements

  The UNC Center for Career Readiness asks that all employers who wish to recruit on campus connect with our office and adhere to our policies.

  • Employers must go through our office to coordinate campus engagement, including marketing materials, unless you have a personal connection with a faculty or staff member on campus who has invited you to their classroom or event. Dropping in unannounced or reaching out using the university directory is not an acceptable recruitment practice on campus.
  • Employers should not put pressure on students to apply to a position and/or accept a job offer.
  • It is not acceptable to charge students during the job search or as part of their employment.

Diversity, Equity, and, Inclusion Resources

Our students and alumni value equitable and inclusive work environments. As they research organizations during their job search journey, it is important for employers to develop a thoughtful, proactive recruitment and hiring plan. Creating an organizational culture focused on diversity and inclusion is a key component of a successful organization where employees utilize their strengths and work together. Below are questions to consider and resources to review when developing a recruitment strategy and inclusive work environment.

• Questions to Consider
  • Has your organization assessed and reflected on what you are currently doing related to DEI?
  • Have you assessed your recruitment and hiring practices (the language you use and requirements in job postings, where/how you recruit for open opportunities, how you structure the interview process) in order to uphold un bias recruitment and inclusive practices?
  • Do you have standard salary and benefits policies for all employees?
  • Does your mission, vision, and values statements embody your organizations commitment to DEI?
  • What does your organization currently have in place to support your employees (affinity groups, mentor programs, professional development/training, and promotional pipelines)?
  • Does your organization support national and community causes that support your commitment to DEI?  
• Language/Glossary of Terms
  • Handshake Blog: 70 Inclusive Language Principles That Will Make You A More Successful Recruiter 
  • Racial Equity Resource Guide 
  • Anti-Violence Project Glossary 
  • Racial Equity Tools Glossary 
  • Colorado Department of Higher Education Equity Toolkit Glossary
• Best Practices Resources: Recruiting, Hiring, and Work Environments  

  National Association of Colleges and Employers (NACE)

  • NACE Diversity and Inclusion Resources 
  • NACE Statement of Diversity and Inclusion 
  • A Faculty Guide to Ethical and Legal Standards in Student Employment 

  Human Rights Campaign

  • HRC Employer Resources 
  • HRC Workplace Climate Resources 

  Society of Human Resource Managers (SHRM)

  • SHRM Guidelines on Interview and Employment Application Questions 
  • SHRM Diversity & Inclusion 
  • SHRM 7 Practical Ways to Reduce Bias in Your Hiring Process 
  • SHRM Implicit Bias Prevention Resources

  Handshake

  • Handshake Employer Category: Diversity & inclusion 

  Department of Labor and EEOC

  • Department of Labor Office of Disability Employment Policy (ODEP) 
  • Department of Labor Hiring People with Disabilities 
  • EEOC Prohibited Employment Policies/Practices  

  LinkedIn

  • LinkedIn Blog 
  • LinkedIn Blog Hiring Manager Blog 

  Additional Resources

  • Employer Assistance and Resource Network on Disability Inclusion (EARN) 
  • 2020 Colorado Talent Equity Agenda 
• UNC Resources and Student Programs

  UNC Office of Equity and Inclusion

  • Resource Centers
  • Data
  • Education Resources