Career Center

On-campus recruiting takes place during the fall and spring semesters, kicking-off each recruiting season with our EXPO Job & Internship Fair. The Career Center prepares our students for interviews; monitor interview schedules for compliance with employer requirements; help recruiters establish relationships with key faculty members, administrators and student leaders; and consult with employers to advance their diversity recruitment efforts.

To schedule an on-campus interview date, please access your WorkNet account.  Once submitted, the Career Center will process your request taking 2-3 business days. Your WorkNet account will allow you to view your schedule details, search resume books to notify students of your available position(s) and to invite them to request an interview, process applicants informing them of their interview status (e.g., invited, not invited, pending, alternate), track your interview schedule's progress, and print your applicant resumes and interview schedule(s).  To assist you in requesting and utilizing your WorkNet account for on-campus recruiting, click here for our Employer Quick Start Guide.

Please refer to the BGSU Academic Calendar to avoid scheduling recruiting dates during semester breaks, holidays and exam weeks. To ensure timely, campus-wide promotion of your recruiting visit, interviewing dates should be reserved at least two months in advance of the anticipated date of your visit. Scheduling well in advance is especially important for employers desiring prime interview dates in October, November, February, and March.

COLLEGE RECRUITING PRINCIPLES FOR STUDENTS & EMPLOYERS
The BGSU Career Center is a member of the National Association of Colleges and Employers (NACE), Cooperative Education and Internship Association (CEIA), and the American Association for Employment in Education, Inc. (AAEE).  In accordance with our obligation to maintain the standards of membership of these organizations and uphold our responsibilities, the Career Center expects students and employers to adhere to the following principles of college recruiting:

• Both written and oral material presented by students should be an honest statement of relevant data.
• Students should recognize that they represent both themselves and the University in interviews. Professional conduct is expected in all interactions with employers.
• Students must provide accurate information regarding their qualifications, comply with all recruiting policies, and honor all interviewing commitments.
• An invitation to visit an employer’s premises should be acknowledged promptly and be accepted only when the student is sincerely interested in that employer.
• Reimbursement for visits at an employer’s expense should be requested only for reasonable and legitimate expenditures incurred in the recruitment process.  If other employers are visited on the same trip, the cost should be pro–rated.
• Employers should strive to notify students of acceptance or rejection decisions within the agreed-upon time frame.  As soon as possible, such notification should be made to the student in writing.
• An employer’s deadline for acceptance of an offer should be met, unless the employer has granted an extension.
• Employers will refrain from any practice that improperly influences or affects job acceptances.  Such practices may include undue time pressure for acceptance of an offer of employment and encouragement of revocation of another employment offer.
• Acceptance of an offer of employment should be made in good faith and with the sincere intention of honoring the commitment.  Therefore, students should withdraw from the recruiting process after accepting an offer of employment.
• Employers should take affirmative steps to build a diverse applicant pool.

Career search assistance is provided by the Career Center only to current students and recent graduates (within 2 years of graduation) of Bowling Green State University. Assistance may be suspended or discontinued for any unethical behavior, failure to keep two interview appointments, improper conduct in interviews, discourteous behavior exhibited toward office staff or visiting representatives, or for other behaviors deemed inappropriate by the Director of the Career Center