UGA Career Center Employer Policy

Employers
The University of Georgia Career Center is dedicated to helping employers connect with students and alumni. We serve as a corporate gateway to the university by helping employers understand the curriculum, meet key faculty and staff, and successfully recruit and hire our students and alumni. The Center offers a team of professionals dedicated to facilitating your recruitment efforts and assisting you with strategy, visibility, employment data, and feedback loops.

Employers: Here's What You Can Reasonably Expect From the Career Center...

  1. Comparable services. Career Center staff members will provide generally comparable services to all employers, regardless of whether the employers contribute services, gifts, or financial support to the educational institution or office and regardless of the level of such support.
     
  2. Equal access to services. Career Center staff members will establish reasonable and fair guidelines for access to services by employers. When guidelines permit access to organizations recruiting on behalf of an employer and to international employers, the following principles will apply:

    a) Organizations providing recruiting services for a fee may be asked to inform career services of the specific employer they represent and the specific jobs for which they are recruiting. When deemed necessary, the Career Center can request contact information to verify that the organization is recruiting for a bona fide job opportunity. The Career Center must respect the confidentiality of this information and may not publish it in any manner. Third-party recruiters that charge fees to students/alumni will not be permitted access to the UGA Career Center's services;

    b) Employers recruiting for work outside of the United States are expected to adhere to the equal employment opportunity (EEO) policy of the Career Center. They will advise the Career Center and the students/alumni of the realities of working in that country and of any cultural and foreign law differences.
     
  3. Nondiscrimination. The UGA Career Center will maintain EEO compliance and follow affirmative action principles in career services activities in a manner that includes the following:

    a) Referring all interested students/alumni for employment opportunities without regard to race, color, national origin, religion, age, gender, sexual orientation, or disability, and providing reasonable accommodations upon request;

    b) Notifying employing organizations of any selection procedures that appear to have an adverse impact based upon the student's race, color, national origin, religion, age, gender, sexual orientation, or disability;

    c) Assisting recruiters in accessing certain groups on campus to provide a more inclusive applicant pool;

    d) Informing all students/alumni about employment opportunities, with particular emphasis on those employment opportunities in occupational areas where certain groups of students/alumni are underrepresented;

    e) Developing awareness of, and sensitivity to, cultural differences and the diversity of students/alumni, and providing responsive services;

    f) Responding to complaints of EEO noncompliance, working to resolve such complaints with the recruiter or employing organization, and, if necessary, consulting with the appropriate campus department.
     
  4. Appropriately valued services. If the charging of fees for career services becomes necessary, such fees will be appropriate to the budgetary needs of the office and will not hinder student or employer access to services. Career Center staff members are encouraged to counsel student and university organizations engaged in recruitment activities to follow this principle.
     
  5. Fair and active application of principles. Active Career Center staff members will also promote and encourage acceptance of these principles throughout their educational institution, particularly with faculty and staff who work directly with employers, and will respond to reports of noncompliance.
     
  6. Due diligence and appropriate action regarding complaints. Upon receiving employer-related complaints from students/alumni, the Career Center will investigate on a case-by-case basis. Depending on the findings, The University of Georgia Career Center reserves the right to refuse service to any employer if a review of the specific opportunity or nature/status of the company suggests that it is inappropriate for our service population; if students/alumni are injured or exposed to unsafe working conditions; if the employer discriminates; or if The University of Georgia Career Center receives complaints from students/alumni about discrimination, harassment, threats, unsafe working conditions, or any other questionable circumstance.

Employers: Here's Your Role in the Process as it Relates to Career Services and Students/Alumni...

  1. Freedom from undue pressure. Employment professionals will refrain from any practice that improperly influences and affects job acceptances. Such practices may include undue time pressure for acceptance of employment offers and encouragement of revocation of another employment offer. Employment professionals will strive to communicate decisions to candidates within the agreed-upon time frame.
     
  2. Know your audience. Employment professionals will know the recruitment and career development field as well as the industry and the employing organization that they represent, and work within a framework of professionally accepted recruiting, interviewing, and selection techniques.
     
  3. Provide accurate information. Employment professionals will supply accurate information on their organization and employment opportunities. Employing organizations are responsible for information supplied and commitments made by their representatives. If conditions change and require the employing organization to revoke its commitment, the employing organization will pursue a course of action for the affected candidate that is fair and equitable.
     
  4. Play fair. Neither employment professionals nor their organizations will expect, or seek to extract, special favors or treatment which would influence the recruitment process as a result of support, or the level of support, to the educational institution or career services office in the form of contributed services, gifts, or other financial support.
     
  5. Do not serve alcohol. Serving alcohol should not be part of the recruitment process on or off campus. This includes receptions, dinners, company tours, etc.\
     
  6. Maintain nondiscrimination policy. Employment professionals will maintain equal employment opportunity (EEO) compliance and follow affirmative action principles in recruiting activities in a manner that includes the following:

    a) Recruiting, interviewing, and hiring individuals without regard to race, color, national origin, religion, age, gender, sexual orientation, or disability, and providing reasonable accommodations upon request;

    b) Reviewing selection criteria for adverse impact based upon the student's race, color, national origin, religion, age, gender, sexual orientation, or disability;

    c) Avoiding use of inquiries that are considered unacceptable by EEO standards during the recruiting process;

    d) Developing a sensitivity to, and awareness of, cultural differences and the diversity of the work force;

    e) Informing campus constituencies of special activities that have been developed to achieve the employer's affirmative action goals;

    f) Investigating complaints forwarded by the career services office regarding EEO noncompliance and seeking resolution of such complaints.
     
  7. Maintain confidentiality. Employment professionals will maintain the confidentiality of student information, regardless of the source, including personal knowledge, written records/reports, and computer databases. There will be no disclosure of student information to another organization without the prior written consent of the student, unless necessitated by health and/or safety considerations.
     
  8. Use assessment tools and tests appropriately. Those engaged in administering, evaluating, and interpreting assessment tools, tests, and technology used in selection will be trained and qualified to do so. Employment professionals must advise the Career Center of any test conducted on campus and eliminate such a test if it violates campus policies. Employment professionals must advise students/alumni in a timely fashion of the type and purpose of any test that students/alumni will be required to take as part of the recruitment process and to whom the test results will be disclosed. All tests will be reviewed by the employing organization for disparate impact and job-relatedness.
     
  9. Third-party recruiting agency policy. If you are a third-party recruiter posting a job for a client, it will be necessary to disclose the client name for whom you are recruiting in the Job Description Box. All positions posted by third-party recruiters without the client name will be deleted from the system. Third-party recruiters are eligible to participate in the Career Fair ONLY IF they are recruiting for their own respective organization OR they explicitly state the company they are representing at the time of the fair. The recruiting complexities that exist for a third-party recruiter far surpass those of a typical employer. Therefore, the UGA Career Center reserves the right to deny access and participation to any third-party employer.
     
  10. Temporary agencies or staffing services. Temporary agencies or staffing services are employers, not third-party recruiters, and will be expected to comply with the professional conduct principles set forth for employer professionals. These 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.
     
  11. Follow career center policy when working with external UGA departments. When employment professionals conduct recruitment activities through student associations or academic departments, such activities will be conducted in accordance with the policies of the Career Center.
     
  12. Follow EEO compliance. Employment professionals will cooperate with the policies and procedures of the career services office, including certification of EEO compliance or exempt status under the Immigration Reform and Control Act, and will honor scheduling arrangements and recruitment commitments.
     
  13. Inform students/alumni of cultural or legal differences. Employment professionals recruiting for international operations will do so according to EEO standards. Employment professionals will advise the Career Center and students/alumni of the realities of working in that country and of any cultural or foreign law differences.
     
  14. Fair and active application of principles. Employment professionals will educate and encourage acceptance of these principles throughout their employing institution and by third parties representing their employing organization on campus, and will respond to reports of noncompliance.
     
  15. Follow Career Fair registration policy. The Career Center will be happy to refund your registration fee, if and only if, you cancel two (2) weeks or more prior to the Career Fair. After the two (2) week deadline date, credit for future expos may be considered on a case by case basis by Career Center staff. If you have not paid in full and cancel less than two (2) weeks prior to the event, you will be held responsible for payment.