University of Illinois Recruiting Principles and Guidelines
To facilitate opportunities and partnerships between students and employers, the University of Illinois Career Services Council has established policies that provide a consistent operational position. The Careers Services Network adheres to legal and ethical standards of the university and our profession.
We abide by the Principles for Employment Professionals of the National Association of Colleges and Employers (NACE). Please also note the following highlighted items:
Equal Employment Opportunity
We ask employment professionals to comply with EEO and Affirmative Action principles in recruiting activities, including the following items:
- 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 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
Third Party Recruiters
Individual career services offices will use sound judgment in determining the policies for third party recruiting within their designated offices. Below are some important considerations.
- Offices may need to confirm whether the job vacancy from a third party recruiter is a bona fide or real job vacancy and decide if it is appropriate to allow the actual hiring company to remain anonymous on the job posting.
- Students may be informed that the positions to which they are applying have been submitted via a third party agency. This could involve designating a third party recruiter as such within the company title on the job board.
- If offices decide to submit student resume books to third party agencies, they may need to notify and gain permission from the student to do so.
- The third party agency must not charge any fees to students.
Investment as a Condition of Employment
The use of university space and facilities for student recruitment is restricted to student groups and prospective employers who do not require an investment by candidates as a condition of employment, or that do not require the candidate to pay the organization for their own training.
Guidelines for Employment Offers and Acceptances
All employers should extend offers in writing and be prepared to exhibit written offers to the appropriate career services office. Illinois does not condone the use of exploding offers or any other practice that puts unreasonable pressure on student. These offers do not afford a candidate the appropriate amount of time to either accept or decline and put enormous pressure on students to make a decision before they have completed the interviewing process. We understand that firms need to know their hiring needs prior to the start of recruiting, however, it is in the firm’s and students’ best interest if students are granted ample time to make informed decisions.
|Offers resulting from:||For:||Cannot expire before:|
|Summer Programs||Internship offers resulting from summer activities, such as leadership conferences.||Three weeks after the start of fall semester or three weeks after the offer is made, whichever comes later.|
|Internships or Co-ops||Full-time conversion offers resulting from previous internship or co-op.||Three weeks after start of subsequent academic term or three weeks after the offer is made, whichever comes later.|
|Fall Interviews||Full-time or internship offers||November 15 or three weeks after the offer is made, whichever comes later.|
|Spring Interviews||Full-time or internship offers||April 1 or two weeks after the offer is made, whichever comes later.|
Individual offices at the University of Illinois at Urbana-Champaign may have different offer deadline policies, so please check with the appropriate career services office if you have any questions.
On occasion, students may request an extension beyond the dates given. Each request should be considered on a case by case basis, and be accommodated if possible. Please feel free to reach out to a member of the Recruiting Team to discuss any questions or concerns related to this policy. The possibility of negotiating decision deadlines should be clearly stated to students at the time the offer is made for both full-time and internship positions.
If you must rescind an offer, you shall contact the students and appropriate career services office immediately. Internship or full-time offer reneges are a serious breach of the student use agreement; should this occur, please contact the appropriate career services office immediately.
Releases, Indemnity Agreements, and Affirmation of Liability Insurance – Experiential Activities
University of Illinois Career Services offices, and their representatives, do not provide releases or provide signed indemnification agreements to employers for internships, cooperative education, or other experiential activities. However, under certain conditions, the university is able to affirm the student has liability protection under the university’s liability self-insurance plan. These conditions include:
- When the student is an enrolled student for the semester in which the experiential activity occurs; and
- When the experiential activity is unpaid and a requirement for graduation in the students academic program, and/or
- When the experiential activity is unpaid and the student is enrolled for academic credit directly related to the work experience
Any release or indemnity agreement must clearly delineate the rights and responsibilities of the parties involved. It will be submitted to University Legal Counsel for review and approval, if appropriate.
An agreement will not be accepted if the student is receiving financial compensation in conjunction with the experience. Students who are in unpaid experiential positions and not receiving credit should request from their employer liability coverage for “volunteers” at their workplace.