The Engineering Career Center is a member of the National Association of Colleges and Employers and abides by the Principles for Ethical Professional Practice as outlined by NACE. Employers recruiting at the KU School of Engineering are expected to follow the definitions and guidelines outlined by NACE for employment professionals.
Basic Tips for Ethical Recruitment
- All employers must be deemed legitimate organizations with verifiable business name, physical address, email address, phone number, website, and/or the name of a contact who can be reached at the listed address and phone number.
- 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.
- Third-party recruiters may post positions for employment candidates, but must inform our recruiting professionals of the actual employer and position before the job will be posted.
- The Engineering Career Center reserves the right to decline postings that require a financial investment by our students, involve apparent risk, or conflict with NACE principles.
- Recruiters must be transparent with career services about their recruiting activities and the information provided to students. Falsifying information about opportunities or compensation will not be tolerated.
- Employers should not drop-in unannounced to classrooms in order to promote their opportunities or pass around sign-up sheets to collect student contact information. Communication with faculty should go through the career center unless a personal relationship exist between the employer and faculty member.
- Career services staff will remain equitable and fair throughout the recruitment process and will not make direct student referrals, participate in subjective screening, or offer personal recommendations that are not requested by the student as part of the application process.
- Avoid serving alcohol at recruitment events since students attending may be under the legal drinking age.
General Offer Guidelines
- Employers should communicate final hiring decision within a reasonable time frame, and this time frame should be outlined during the interview process.
- Employers must give a student adequate time to consider an offer. A minimum of 2 weeks is customary and allows the student time to make an informed, confident decision.
- Exploding offers (offers that do not afford a candidate the appropriate time to either accept or decline) are not permitted in recruitment activity at KU. Employers are to avoid undue pressure when making a job offer.
- Employers making full-time offers at the conclusion of an internship should allow students to participate in fall on-campus recruitment events before communicating their decision. This provides time to explore all options and encourages a well-informed, confident choice.
- Employers should never encourage a student to renege on a previously accepted employment offer. This behavior is unethical and will result in restricted access to our recruitment services and students.
- If an offer must be rescinded from the employer, for any reason, we ask that you contact our office before taking action with the student. We will prepare to offer services and support in this potentially devastating situation.
We educate and advise our students to maintain open communication with the recruiters throughout the interview process to avoid situations where a student has accepted multiple offers. We inform them of the costs involved in the recruitment process, and educate them on the significance of reneging on an accepted offer for all parties - student, employer, university, department. If a student does renege on a previously accepted offer, their access to our services will be revoked or suspended. We ask our employers to share these situations with our staff so we can take available action.
In accordance with Titles VI and VII of the Civil Rights Act of 1964, the Equal Pay Act of the Age Discrimination in Employment Act of 1967, Executive Order ll246, Title IX of the Education Amendments of 1972, Section 503 and 504 of the Rehabilitation Act of 1973, Americans with Disabilities Act, the Vietnam Veterans Readjustment Assistance Act, Kansas Acts Against Discrimination and all other applicable civil rights and nondiscriminatory statutes, the University of Kansas prohibits discrimination on the basis of race, color, religion, gender, national origin, age, ancestry, disability, marital status, sexual orientation, parental status and veterans status.