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Recruiting Policies & Guidelines

Recruit with CCS!

Employment recruiters who wish to make use of the assistance, services and/or facilities offered by Communication Career Services at The University of Texas at Austin must comply with UT's Equal Employment Opportunity Policy, UT Career Services Job & Internship Posting Standards, and the additional CCS Recruiting Policies and Guidelines outlined on this web page. As part of the University's commitment to leadership in the area of ethics and professional conduct, we require employers utilizing UT Career Services to adhere to employment laws and principles of professional practice, as outlined by the federal government and The National Association of Colleges and Employers (NACE) Principles for Professional Practice, respectively.

When you create an employer account in CareerSource, you will be required to acknowledge that you have reviewed these policies and guidelines and that you agree to the following statement:

I have read and understand the Equal Employment Opportunity Policy of The University of Texas at Austin. It is my intent to consider all applicants on the basis of merit and not to discriminate against any individual on the basis of race, color, religion, national origin, gender, including sexual harassment, age, disability, citizenship, veteran status, sexual orientation, gender identity, and gender expression in compliance with the UT EEO Policy. I further agree to adhere to the UT Career Services Job & Internship Posting Standards and  the recruitment processes and principles outlined in the National Association for Colleges and Employers (NACE) Principles for Professional Practice. You may also request a printed copy from our office. I understand that Communication Career Services can discontinue my access to employer services at any time if I am found in violation of these standards, policies and principles

Campus-Wide Recruiting & Solicitation Policies

The University prohibits employers and organizations from posting - and career centers from promoting - any fee-based opportunities. Examples include internship programs with fees or tuition and jobs that require students to purchase supplies or pay for training/certification.

The University prohibits recruiting in any public space on campus or in any room not specifically designated for recruiting activities. Examples of space properly designated for recruiting include the career center, rooms reserved for information sessions and career fair space.

The following activities, which are considered on-campus soliciting, are prohibited outside of recruiting designated spaces:

  • Tabling in any UT public space, including the West Mall and the Texas Union.
  • Posting flyers or other marketing materials on any kiosk, bulletin board or public space on the UT campus.
  • Recruiting at student organization meetings - read more in the section below.
  • Recruiting in classrooms.
  • Distributing recruiting email blasts to students in the UT Austin directory.
  • Collecting student information, including resumes, on campus.
  • Working with student groups, representatives, interns or ambassadors to recruit for your company/organization or to promote your opportunities, products or services to UT Austin students on campus.

Ambassadors/Student Representatives: UT students representing your company on campus share the same prohibitions and permissions as employer representatives.

In addition to UT Austin's solicitation policy, employers are also prohibited from posting positions which require students/employees to participate in commercial activity on campus, including taking photographs which may infringe on trademarks. If you have questions about UT's trademark policies, please contact Craig Westemeier, Director of Trademark and Licensing at craig.westemeier@athletics.utexas.edu.

Student Organization Recruiting Policy

The University prohibits recruiting at student organization on-campus meetings and events. Employers are prohibited from actively recruiting students; collecting resumes or other student information; sharing your information for the purpose of recruiting; tabling; or posting marketing material at these events on-campus.

However, student organizations may invite employer representatives to meetings so that the employer representative can share his/her story with the students; this should not involve recruiting. For example, an alumnus can visit a student organization meeting to share his story as a graduate of UT now working for X company. The alumnus can inform students that his company's job posting is available at the campus career center, but he cannot promote the job opportunity in any way.

Job & Internship Offer Guidelines

NACE Position Paper: Principles Committee Guidelines on Reasonable Offer Deadlines
NACE Reasonable Offer Deadline Guidelines

To afford our students the maximum reasonable opportunity to evaluate and consider internship and job offers, CCS has established the following additional guidelines regarding the time students should be allowed to consider and respond to offers for internships and regular, post-graduate employment.

We ask that employers follow these guidelines along with the NACE guidelines, as doing so will give students a reasonable period of time to consider their career options, and should help minimize reneged job/internship offer acceptances.

Timetable for Full-Time, Post-Graduate Employment Offers (Jobs & Internships)

Prior to Graduation: Please allow students at least three weeks to consider and respond to your offer.

After Graduation: Please allow new alumni at least two weeks to consider and respond to your offer.

Timetable for Traditional Internship Offers

Please allow students at least one week to consider and respond to your offer.

Questions

Should you have any questions, please contact the Recruiting Services Coordinator, Victor Casas, at 512-471-9421.