Recruitment Policy for the University Career Center
All employers utilizing our online posting system, Handshake, for posting positions, on-campus interviews, and other related recruitment activities will be asked to read and agree to our Recruiting Policy below.
The University Career Center also encourages employers to familiarize themselves with the National Association of Colleges and Employers (NACE) Principles for Professional Conduct
Employers making an employment offer to a University of Michigan student are referred first to the NACE position on Reasonable Offer Deadline Guidelines. Efforts should be made on the part of the employer to give students adequate time to fully consider an offer of an internship or full-time employment. Likewise, students are coached on the importance of fully evaluating an offer, and avoiding declining an offer after accept whenever possible.
To be consistent with other UM campus career offices, and to curtail student declines after accept, it is highly recommended that employers offering full-time positions to current/previous summer interns give students until November 30 to accept/decline the offer. The same timeframe to accept/decline applies to students who have completed a summer internship and have been asked to return as an intern again for the following term. It is permissible to offer incentives to students who accept a full-time position in advance of these dates. The University Career Center also prefers that full-time and internship offers extended as a participant in on-campus interviews remain open for a period of three weeks.
Employers recruiting MBA/BBA students are also referred to the Ross School of Business offer policy specific to their students/employers.
Recruitment Policy Statement
Recruitment Policy Statement • University Career Center, University of Michigan
This recruitment policy has been developed with several underlying considerations and guidelines in mind:
- that the University Career Center schedules only bonafide employers* or those representing specific bonafide employers with actual or anticipated job openings and higher education/professional school representatives, to recruit or hold information sessions on campus. Bonafide employers are defined as legally constituted or chartered organizations or employers, e.g., businesses, companies, governmental agencies, educational systems, organizations with Articles of Incorporation on file in any state, private corporation, organizations required to file federal income tax returns, or organizations chartered by a government entity. Those representing specific bonafide employers are defined as established third party recruiting services contacted by a specific organization to provide candidate referrals without a charge to the candidates. *The term “bonafide employer” is used throughout this document to include organizations recruiting students and alumni/ae for employment and for higher education institutions conducting admissions recruitment; the standards of these guidelines will be applied equally to both groups.
- that bonafide employers and those representing bonafide employers must comply with all applicable federal and state laws and executive orders, including those prohibiting unlawful discrimination and providing for equal employment opportunity. According to University of Michigan regental guidelines “no career planning and placement services will be made available to any company or organization which, in its recruitment or employment practices, is in violation of laws against discrimination. Likewise, no career services will be made available to any company or organization that does not support equal employment opportunity.” (Regents of the University of Michigan, December, 1977)
- that all bonafide employers and those representing bonafide employers are familiar and comply with National Association of Colleges and Employers Principles for Professional Conduct for Career Services and Employment Professionals (see NACE Guidelines, August, 1998), University of Michigan regental policy regarding recruitment activity (see above), and general ethical employment practices.
In turn, the University Career Center will accept its professional obligation to expose students to their employment options and foster an environment of free choice in employment decisions. An organization’s presence on campus will not represent University endorsement of the organization, its products, services, or mission. More specifically, the following will apply:
- in order to verify that recruiting organizations are bonafide employers representing real jobs or academic opportunities and that they pledge their support to equal opportunity employment or admission, any organization recruiting on campus will be required to sign the following statement in advance of the recruiting visit:
For hiring organization:
__________________________________ (hiring organization) hereby affirms that we are a bonafide employer representing real and/or anticipated openings; that we comply with applicable federal and state laws and executive orders, including those prohibiting unlawful discrimination; that we have resolved any previous violations found by a court of law; and that we are an equal opportunity employer.
For third party agency:
__________________________________ (third party agency) hereby affirms that to the best of our knowledge our client is a bonafide employer representing real and/or anticipated openings; that they comply with applicable federal and state laws and executive orders, including those prohibiting unlawful discrimination; that they have resolved any previous violations found by a court of law; and that they are an equal opportunity employer.
In addition we affirm that disclosure of candidate information will be to the specific client organization identified below only; That disclosure will be exclusively for job placement purposes; that prior written consent from the candidate will be obtained prior to redisclosure; and that no fee will be charged to the candidate at any time throughout the employment process for this or any other position we represent.
We are utilizing the University Career Center services to hire for __________________________ (client) and will only represent that organization during this visit.
For hiring organization and third party agency:
We are familiar with and ascribe to the professional and ethical standards of the placement profession and to relevant University of Michigan recruitment policy.
Signing of this statement indicates compliance with legal and University policy obligations. It relieves the University Career Center of the undue administrative burden of investigating each employer wishing to recruit on campus.
- The University Career Center reserves the right to review any employer wishing to recruit on campus, prior to or after scheduling, based on an inquiry, complaint, or concern from the University Career Center or its constituents. Constituents include students, faculty, staff, or other relevant concerned parties. The University Career Center will investigate any allegation that an employer or employer representative has violated University policies, ethical or professional standards, or federal or state law.
- According to regental guidelines, violation of University policies regarding career planning and placement services could lead to “the withdrawal of University Career Center services from the prospective employer who is not in compliance with it.” (Regents of the University of Michigan, December 1977)
- The University Career Center will not make judgments regarding the products, services, or mission of a bonafide employer. These concerns are subject to personal judgment and values and better left to the discretion of the individual job searcher.
- The University Career Center will make these guidelines available to employers and students through relevant publications and on request.
- Any exceptions to the University Career Center policy will be evaluated case by case using predetermined criteria.
Complaints about a participating recruiting organization should be brought to the attention of University Career Center staff. The University Career Center should attempt to meet with the complaining party.
The University Career Center should investigate the complaint, consult with other University officials as necessary, and determine the appropriate course of action. If, based on a complaint, the University Career Center contemplates terminating participation, the organization should be given the opportunity to respond to the complaint.
The University Career Center reserves the right to terminate or refuse the participation of any organization in University Career Center activities.
**A candidate fee is an exception and will be evaluated case by case using predetermined criteria
Considerations for Internship Hiring
Receiving Academic Credit
Credit options for students
While completion of an internship is not a requirement for most undergraduate concentrations, the University offers several options for students wishing to pursue academic credit while participating in an internship or short-term learning experience. Required materials from participating employers varies depending on the course the student chooses to enroll in. Most typically supervisors can anticipate being asked to engage in reflection/exercises around professional growth for the student (examples include: one on one meetings, goal setting, and/or pre- post- and midpoint evaluations).
Internship Compensation and the Fair Labor Standards Act (FLSA)
The University of Michigan Career Center does not provide legal advice. Employers interested in providing internships for University of Michigan students are encouraged to consult with their own advisors regarding compliance with the Fair Labor Standards Act (FLSA), ownership of intellectual property, general liability issues or any other potential areas of concern. The decision to grant academic credit for a student internship is made by the University of Michigan for the sole purpose of determining whether the student's internship experience satisfies the academic standards established by the student's academic unit/school/college. As a result, employers should not rely on the University's decision to grant academic credit as a determinative of their legal responsibilities under the FLSA.
For further exploration of this issue, organizations may wish to consult NACE's Position Paper on US Internships.
Hold Harmless Agreements
While the University may assist in providing resources for the students, we do not place students into internships and students who pursue internships do so individually. Therefore we do not have a legal relationship between the student and the internship employer. In the case of a Hold Harmless Agreement, the University of Michigan Legal Counsel has determined that the University can not legally enter into these agreements for this very reason. The National Association of Colleges and Employers has also issued several statements discouraging this practice.
Salary Data for Liberal Arts Majors
For information on salary data visit our First Destination Profile section.
National salary survey data is available from the National Association of Colleges & Employers (NACE).