Recruiting Policies for BGSU
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 our
web-based database system, WorkNet.
The BGSU Career Center will list an opportunity if:
- 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.
- The employer provides all the necessary information required to post the job vacancy in WorkNet/Online Job Posting Form.
- 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 our office at 419-372-2356.
The Career Center will NOT list an opportunity if:
- 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.
- The student is required to purchase or rent any type of sales kit or presentation supplies.
- The student is required to pay a non-refundable fee for training or to participate in a work experience.
- The student is assessed any sort of fee for the work placement.
- 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 -
- 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.
- 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 - Organizations that are contracted 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. In most cases temporary agencies, staffing services, outsourcing contractors, or leasing firms will be treated
as employers. However, should these firms actually be retained to recruit individuals to be employees of another organization,
then the third-party professional conduct principles shall apply.
Although third-party recruiters cannot participate in the Bowling Green State University's on-campus recruiting program, the
Career Center offers limited services to employment agencies, search firms, contract recruiters, and resume referral firms
(as defined above). In order to work with the BGSU Career Center, third-party recruiting organizations must provide the name
of the represented employer and contact information for an individual at the employing company.
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Services Available for Third-Party Recruiters
|
|
1. Post positions with Career Center IF you provide contact information of represented employer.
|
YES
|
| 2. Participate in job fairs when you are strictly recruiting for current positions within your own organization. |
YES
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| 3. Attend Career Center events IF you clearly identify the name of the company for which you are recruiting and IF you provide contact information for the
employing organization that has contracted you to act on their behalf. |
YES
|
| 4. Receive candidate or resume referrals from the Career Center. |
NO
|
| 5. Participate in the Bowling Green State University on-campus recruiting program. |
NO
|
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
WorkNet/NACElink Privacy and Use-Of-Data Policy
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.
Contact: Susan Gladieux, Recruiting Manager
Call: 419-372-2319
Email: sgladie@bgsu.edu
