POSTING POSITION(S) POLICY
The BGSU Career Center posts part-time, seasonal, co-op and internship and post graduate openings free of charge.  Postings are listed for appropriate periods, based on specified application deadlines.  All vacancies are listed online using the Experience eRecruiting system.  We give access to our system to employers who utilize our recruiting program by attending job & internship fairs and/or holding on-campus recruiting visits.  

The BGSU Career Center will list an opportunity if:

1. The employer agrees to abide by the Principles for Professional Conduct for Career Services & Employment Professionals as established by the National Association of Colleges and Employers.  In accordance with the Family Educational Rights and Privacy Act, the Career Center releases student information only with the written permission of the student and only to the identified employers.  Re-disclosure of candidate information is strictly prohibited.  Student information provided by the Career Center is for the sole use of recruiting for current or anticipated positions at the employers’ organization, and is not to be shared outside the organization or used for any other reason.
2. The employer is asked to provide information on students or alumni hired, including names, job title, work location, graduation date, salary or pay rate, and beginning and end dates for all hires by contacting Kathy Hoke for co-op & internships, Peg Bucksky for part-time and seasonal jobs, and Janet Crawford for post-graduate positions.
3. The employer provides all the necessary information required to post the job vacancy by completing the online job posting form.

The Career Center will NOT list an opportunity if:

1. The work assignment interferes with or negatively affects the academic progress of a student, or requires or encourages a student to discontinue his or her academic program of study.
2. The student is required to purchase or rent any type of sales kit or presentation supplies.
3. The student is required to pay a nonrefundable fee for training or to participate in a work experience.
4. The student is assessed any sort of fee for the work placement.
5. The job involves on-campus solicitation, posting of materials, or sales of products or services not authorized by the University.

THIRD-PARTY RECRUITERS
Third-party recruiters are defined as agencies, organizations, or individuals who recruit candidates for temporary, part-time or full-time employment opportunities other than for their own needs. This includes entities that refer or recruit for profit or not-for-profit, and includes agencies that collect student information to be disclosed to employers for purposes of recruitment and employment.

Third-party recruiting organizations charge for services using one of the following fee structures:

• Applicant paid fee - The applicant pays the third-party recruiter a fee based upon the applicant's starting salary, once placed with an employer.
• Employer paid fee -

o       Retainer - The employer pays a flat fee to the third-party recruiter for services performed in the recruiting of individuals to work for the employer.

o       Contingency fee - The employer pays to the third-party recruiter a percentage of the applicant's starting salary once the applicant is hired by the employer.

The above definitions include, but are not limited to, the following entities regardless of the fee structure used by the entity to charge for services:

• Employment agencies - Organizations that list positions for a number of client organizations (employers) and receive payment when a referred candidate is hired. The fee for listing a position is paid either by the firm listing the opening (fee paid) or by the candidate who is hired.
• Search firms - Organizations that contract with clients (employers) to find and screen qualified persons to fill specific positions. The fees for this service are paid by the clients (employers).
• Contract recruiters - Individuals who contract with an employer to act as the employer's agent in the recruiting and employment function.
• Resume Referral Firms - Organizations that collect information about job seekers, which is sent to prospective employers. Fees exist for the employer, job seeker, or both.

Temporary agencies or staffing firms are employers, not third-party recruiters, and will be expected to comply with the professional conduct principles set forth for traditional employers. Temporary agencies are organizations that contract to provide individuals qualified to perform specific tasks or complete specific projects for a client organization. Individuals perform work at the client organization, but are employed and paid by the agency.

Services for Third-Party Recruiters:
Agencies or contract recruiters may post positions with the Career Center, providing they include on the listing the name of the represented employer with the opening. Contact information for an individual at the employing company must be provided to the Career Center staff for verification purposes.

• Third-party agencies may participate in job fairs when they are strictly recruiting for current full-time permanent positions, co-op experiences, or internships within their organization.
• Contract recruiters may attend events sponsored by the Career Center providing they clearly represent the name of the company for which they are recruiting. As with job listings, the third-party recruiter must provide the Career Center with the contact information for the employing organization that has contracted them to act on their behalf at the event.
• In no case will the Career Center direct candidates or refer their resumes, electronically or otherwise, to a third-party agency or contract recruiter.
• Third-party recruiters will not be permitted to participate in the Bowling Green State University on-campus recruiting program.

WITHDRAWAL OR DENIAL OF SERVICES
Employers or agencies that violate any of the above policies or have been judged by a court of law in the United States to be engaged in illegal activities are prohibited from using the Career Center’s services

Bowling Green State University is committed to equal educational and employment opportunity for all and does not discriminate in admission or access to, or treatment or employment in, its programs and activities on the basis of race, sex, sexual orientation, color, national origin, ancestry, religion, age, marital status, disability, or status as a Special Disabled or Vietnam-era veteran.

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 alumni 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.