Recruiting Policies


Bowling Green State University is an Affirmative Action/Equal Opportunity Educator and Employer. We are committed to fostering a diverse and inclusive environment and strongly encourage applications from women, minorities, veterans, and individuals with disabilities regardless of age, gender identity, genetic information, religion, or sexual orientation.

Please review the following polices to aid in your recruitment efforts.

Handshake Posting Policies:

The Career Center will NOT list an opportunity if the following occurs:

  • Work assignment interferes with or negatively affects the academic progress of a student, or the employing organization requires or encourages a student to discontinue his or her academic program of study
  • Student is required to purchase or rent any type of sales kit or presentation supplies
  • Student is required to pay a nonrefundable fee for training or to participate in a work experience
  • Student is assessed any sort of fee for the work placement
  • Student would be employed by a private individual
  • Position involves on campus solicitation, posting of materials, or sales of products or services not authorized by the University

Third Party Recruiter Policies:

If posting on behalf of a client company, employers also must adhere to the following:

  • Provide the name of the represented employer for each position
  • Participate in Bowling Green State University job fairs or on campus recruitment when you are strictly recruiting for current positions within your own organization
  • Participate in Bowling Green State University job fairs or on campus recruitment when you represent one employer and provide the name of the employer

Unpaid Internship Policies:

The Department of Labor has developed a six-factor test for determining whether workers are to be considered "trainees" or "employees" that must be paid at least minimum wage under the Fair Labor Standard Act (FLSA). To list with the Career Center as an unpaid internship, the following criteria must be met: 

  • Internship, even though it includes actual operation of the facilities of the employer, is similar to training that would be given in an educational environment
  • Internship experience is for the benefit of the intern
  • Intern does not displace regular employees, but works under close supervision of existing staff
  • Employer that provides the training derives no immediate advantage from the activities of the intern and on occasion its operations may actually be impeded
  • Intern is not necessarily entitled to a job at the conclusion of the internship
  • Employer and intern understand the intern is not entitled to wages for the time spent in the internship

Withdrawal or Denial of Services:

Employers or organizations that violate any of the Career Center’s 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.

For additional information about our recruiting policies, please contact the Career Center at 419-372-2356 or