UNIVERSITY OF WISCONSIN-WHITEWATER
CAREER & LEADERSHIP DEVELOPMENT
RECRUITMENT POLICY
Recruitment Policy Statement
The University of Wisconsin-Whitewater is a member of the National Association of College and
Employers (NACE) and abides by the Principles for Professional Practice established by NACE
(http://www.naceweb.org/principles). All employers and third-party recruiting organizations that recruit
UW-Whitewater students and recent alumni are expected to follow the NACE Principles for Professional
Practice. Any organizations that violate the UW-Whitewater Career & Leadership Development
Recruitment Policy or the NACE Principles for Professional Practice will have their recruiting privileges
permanently revoked.
Non-Discrimination and Equal Opportunity Policy
UW-Whitewater fully supports the principles of inclusion, diversity, and equality in all of the institution’s
endeavors. UW-Whitewater’s definition of diversity is broad, including, but not limited to: gender, race,
ethnicity, sexual orientation, sexual identity, socioeconomic status, disability, veteran status/military
service, age, and religious belief.
Following are the ways in which UW-Whitewater supports affirmative action principles in its career
services activities (NACE Principles for Professional Practice, 2012):
1. Referring all interested students for employment opportunities without regard to race, color,
national origin, religion, age, gender, sexual orientation, veteran status, or disability, and
providing reasonable accommodations upon request;
2. 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, military service, veteran status, or disability;
3. Assisting recruiters in accessing certain groups on campus to provide a more inclusive
application pool;
4. Informing all students about employment opportunities, with particular emphasis on those
employment opportunities in occupational areas where certain groups of students are
underrepresented;
5. Developing awareness of, and sensitivity to, cultural differences and the diversity of students,
and providing responsive services;
6. 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 (p. 2).
Services Provided to Employers
UW-Whitewater Career & Leadership Development offers assistance to employers in accordance with
the NACE Principles for Career Service Professionals. Likewise, UW-Whitewater Career & Leadership
Development expects that employers act in accordance with the Principles for Employment
Professionals.
In addition, employers recruiting at UW-Whitewater must meet the following criteria:
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Clearly indicate the employing organization’s name in any employment opportunity information.
Employers who require students/graduates to purchase products/services contingent upon their
employment will not be eligible for service at UW-Whitewater. Employers who require students
to deposit monies for business materials will be allowed service provided they have a clear
refund policy and clearly articulate the terms of employment to students/graduates. The
decision to provide service will be made on a case-by-case basis by Career & Leadership
Development staff.
Not post positions in private homes or with private individuals.
Not have been judged by a court of law in the United States as being engaged in illegal activities.
Not involved in strikes and hiring for positions which are included in the affected bargaining
units.
Not post jobs for the adult entertainment industry.
Employment professionals may conduct activities through student organizations or academic
departments. However, such activities will be conducted in accordance with the UW-Whitewater
Recruitment Policy.
Neither Career & Leadership Development staff nor UW-Whitewater faculty will selectively refer
individual candidates to an employer without promoting the opportunity to all eligible candidates. These
activities place the university and its agents in the role of employment agency, which the organization is
not.
UW-Whitewater Career & Leadership Development reserves the right to deny access to recruiting
services to any employer at any time.
Job and Internship Posting Terms and Conditions
Since posting jobs and internships on Hawk Jobs may be viewed by some as implying that UWWhitewater endorses the employer/job, Career & Leadership Development reserves the right to
prohibit the posting of any position in its recruiting system. Only job/internship postings that abide by
the following terms and conditions will be published:
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Employers and internship hosts must provide Career & Leadership Development complete
contact information including phone, email address, physical address and website address.
Job and internship postings must be associated with a clearly defined business or organization
that has a website with a matching email address domain for its contact person. Career &
Leadership Development does not provide recruiting services to private individuals.
Career & Leadership Development will not post positions in which the job or internship
description is not clearly defined or is subject to suspicion.
If a position is 100 percent commission based, the commission information must be clearly
stated and defined in the posting.
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Career & Leadership Development will not post any positions related to the adult entertainment
industry.
Additionally, any internship posted through UW-Whitewater must meet the NACE Criteria for an
Experience to Be Defined as an Internship (2012):
1. “The experience must be an extension of the classroom: a learning experience that provides for
applying the knowledge gained in the classroom. It must not be simply to advance the
operations of the employer or be the work that a regular employee would routinely perform.
2. “The skills or knowledge learned must be transferable to other employment settings.
3. “The experience has a defined beginning and end, and a job description with desired
qualifications.
4. “There are clearly defined learning objectives/goals related to the professional goals of the
student’s academic coursework.
5. “There is supervision by a professional with expertise and educational and/or professional
background in the field of the experience.
6. “There is routine feedback by the experienced supervisor.
7. “There are resources, equipment, and facilities provided by the host employer that support
learning objectives/goals”
(http://www.naceweb.org/connections/advocacy/internship_position_paper/).
Employer Guidelines for Posting Unpaid Internships
All employment organizations are encouraged to pay interns whenever possible. As many students focus
their search on paid positions out of necessity, offering paid internships often results in a larger, more
diverse, and more qualified pool of applicants.
Private sector, “for-profit” employers should be familiar with the United States Department of Labor
guidelines for legally offering unpaid internships. The guidelines determine whether interns must be
paid the minimum wage and overtime under the Fair Labor Standards Act (FLSA) for the services they
provide to for-profit, private sector employers.
All of the following criteria must be met to establish that an employment relationship does not exist
under the FLSA (FLSA Fact Sheet #71, 2010):
1. “The internship, even though it includes actual operation of the facilities of the employer, is
similar to training which would be given in an educational environment;
2. “The internship experience is for the benefit of the intern;
3. “The intern does not displace regular employees, but works under close supervision of existing
staff;
4. “The employer that provides the training derives no immediate advantage from the activities of
the intern; and on occasion its operations may actually be impeded;
5. “The intern is not necessarily entitled to a job at the conclusion of the internship; and
6. “The employer and the intern understand that the intern is not entitled to wages for the time
spent in the internship.”
Additionally, academic credit does not constitute compensation. Employers who require academic credit
must still meet our criteria for a high-quality internship as well as the Department of Labor’s criteria for
unpaid internships.
Third-Party Recruiters
Third-party recruiters must adhere to the NACE Principles for Third-Party Recruiters and may recruit
UW-Whitewater students and alumni at the discretion of Career & Leadership Development. In their
recruitment activities, third-party recruiters must disclose the names of represented employers and
position descriptions for eligible jobs upon request from Career & Leadership Development. Candidates
may not be charged for the services. Recruiting activities are limited to job posting on our recruiting
system and admittance to career fairs. All other services are reserved for employers.
Temporary agencies, staffing services, outsourcing contractors, etc. recruiting to hire for their own
organization are considered employers, not third-party recruiters, and will be expected to comply with
the NACE Principles for Employment Professionals.
Questionable Recruitment and Employment Practices
UW-Whitewater Career & Leadership Development will protect the welfare of students. Therefore,
Career & Leadership Development maintains the right to deny access to UW-Whitewater students for
recruitment purposes.
Questionable recruitment and employment practices that will be assessed by Career & Leadership
Development include, but are not limited to, the following activities:
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“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” (NACE Principles for Professional Practice, 2012; p. 4).
Conducting recruitment activities on campus without the knowledge of Career & Leadership
Development. This may include soliciting students outside of sanctioned recruitment activities
and holding employment interviews in common spaces.
Career & Leadership Development also reserves the right to withhold a job or internship posting if an
academic department at UW-Whitewater requests that relations with an employer or internship host be
restricted or terminated.
Career & Leadership Development
University of Wisconsin-Whitewater
Updated: July 14, 2014