Recruitment Guidelines

Santa Clara University Guidelines

The Santa Clara University Career Center is a member of the National Association of Colleges and Employers (NACE) and as such, has developed the below guidelines for recruiting on our campus in alignment with the NACE Principles for Ethical Professional Practice as well as federal and state laws to ensure a fair, reasonable and equitable recruitment process for all students and employers on campus.

The Career Center reserves the right, in its sole discretion, to deny an employer access to services for any reason including but not limited to, employer misuse of Handshake or other services, posting of inaccurate or misleading information, potential risks to the health and safety of students, or any other practice which is inconsistent with the mission and values of the University.

By participating in the recruitment at the University, the employer agrees to abide by the guidelines described below.

Sexual Harassment and Title IX

The Santa Clara University Career Center adheres to Santa Clara University’s Gender Based Discrimination and Sexual Misconduct Policy.

Equal Opportunity Guidelines

Employers who engage in any recruiting activities including but not limited to, posting positions, attending career fairs, hosting information sessions, participating in on campus interviewing, or engaging in other specialized programming, must adhere to Equal Employment Opportunity (EEO) guidelines.

Handshake

Handshake is the web based system for posting all full time, part time, internship, fellowship and volunteer positions at Santa Clara University. All recruiting organizations or individuals are expected to accurately describe their organizations, positions and position requirements when posting their information on Handshake or when representing their firms and opportunities at any campus recruiting events. The University expects that all employers follow all applicable State and County Health Orders.

Postings requiring an initial investment from students including but not limited to, donations, application fees, required participation in unpaid training, required purchase of kits or other work related materials, or offering items or services for sale cannot be advertised on Handshake.

To be approved to post in Handshake, we require (at a minimum):

A completed employer profile, including a fully functioning website, and brief description of the company.
A complete physical office address and telephone number.
All contacts’ email domains must match the website domain.
If the employer is a private household seeking a tutor/babysitter or other similar role, please follow these. guidelines. Please note, you must be within a 10 mile radius of the campus.

Some tips to get the most out of your job posting experience would be:

Be very specific with job details and requirements.
Provide as much information as you can (location, pay rate, etc.).
Select the grade levels that are eligible for the position so that you have qualified applicants applying to your job.
Posting only has 1 position (we do not accept postings listing multiple positions).
All included links are functioning.
Expiration date should be 3 months or less from posting date.

Unpaid Internships

If you are considering paid vs. unpaid internships, please be advised the U.S. Department of Labor has outlined a list of criteria and the State of California has additional criteria that must be met in order for an internship to be unpaid. Academic credit does not substitute for payment of an intern, if the aforementioned criteria are not met.

Job Offers

To ensure a fair, transparent, and equitable process for students and employers in an increasingly competitive market, the Career Center provides the following guidelines to facilitate the offer process for students and employers:

For all offers for summer internships or full time employment, employers should allow a student two weeks from the date of the written offer to accept or decline any offer.
Employers are recommended to be flexible in granting offer extensions on a case-by-case basis if the circumstances warrant it.
All bonuses or other incentives are to remain in full effect for the entire duration of the offer period.
Students will be encouraged to contact employers directly if they have any questions or concerns about their offers, including needing more time to make their decisions.

Exception: Students and employers participating in the Accounting Recruitment process, please see the Accounting Recruitment Guidelines for policies and expectations.

Third Party Recruiters

The Career Center defines Third-party recruiters as agencies, organizations, or individuals recruiting candidates for temporary, part-time, or full-time employment opportunities for other organizations rather than for internal positions. This includes entities that make referrals or recruit for profit or not for profit, and it includes agencies that collect student information to be disclosed to employers for purposes of recruitment and employment. Examples are employment agencies, search firms, contract recruiters, venture capital firms acting on behalf of their portfolio companies, and online job posting or resume referral services.

Third party recruiters may post their positions on Handshake. They will be required to verify in advance whether they are recruiting for their own organizations or for their clients. Third-party firms who are recruiting for positions within their own organizations must clearly differentiate those opportunities from their client engagements. Failure to abide by these third-party requirements will result in loss of access to Career Center services.

Third-party recruiters representing client organizations must:

Verify that they charge no fees of any kind to student or alumni applicants;
Identify themselves as a third-party recruiter in their employer profile and all client job announcements;
Provide accurate position descriptions and include specific client names in all jobs posted on Handshake;
Only release candidate information provided to the identified employer in accordance with the Family Educational Rights and Privacy Act (FERPA). Re-disclosure of candidate information to any other parties is not permitted.

Third-party recruiters may attend career fairs or other on campus recruitment events only to recruit for positions within their organization. Recruiting for client organizations at on-campus recruitment events will result in on campus recruiting privileges being revoked.

Political Parties / Political Organizations (direct or adjacent)

Santa Clara University does not endorse any political candidate or political organization. Approving and the posting of these jobs and volunteer roles does not constitute an endorsement of this or any other political candidate or organization by either Santa Clara University of the Santa Clara University Career Center.

As stated above, the Career Center reserves the right, in its sole discretion, to deny an employer access to services for any reason including but not limited to any practice which is inconsistent with the mission and values of the University.

Employers from the Cannabis Industry

Santa Clara University and some of our students are recipients of federal funding. To avoid a conflict in federal and state laws, and to protect our students from potential exposure to federal prosecution by association, the Santa Clara University Career Center is unable to approve employers or job postings involved with the development, production, testing, distribution, or use of recreational or medical marijuana.

Alcohol

To ensure a professional recruitment experience, all recruitment events hosted by or advertised by the Career Center on behalf of an employer, student organization, or other external party, must be alcohol-free.

Exceptions to Guidelines

The Career Center reserves the right to make exceptions to these guidelines as warranted by special circumstances, i.e., in certain situations deemed acceptable and beneficial to our students, the Career Center, the University, or recruiters using our services. Such exceptions will be considered on a case-by-case basis. Any exception made does not constitute a change in policy, nor is there a guarantee that this same decision will apply in the future.

For questions or concerns, please contact us at scuemployers@scu.edu.