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In order to facilitate a positive recruitment process, we require employers and their representatives, including but not limited to employees, recruiters, and student ambassadors, (hereinafter referred to collectively as “employers”) to behave in a manner that best exemplifies the values of their organizations and that comports with the of the National Association of College and Employers (NACE) and the following guidelines: 

• All on-campus recruitment must be pre-approved by the career services offices. This includes, but is not limited to, class presentations and tabling.
• Respectful language and behavior are expected at all times when engaging with or around students and staff.
• All employers must refrain from applying undue pressure to students and career service employees. This expectation includes, but is not limited to, the following:
  • Employers must refrain from putting undue pressure on students to attend recruitment events or to apply for opportunities with the organization. Whereas assertive recruitment is appropriate, aggressive recruitment is not (unsolicited or excessive phone calls, unsolicited emails to students, etc.).
  • Exploding offers (offers that do not afford a candidate the appropriate time to either accept or decline) are unacceptable. For example, an offer with a 48-hour window or less would be an exploding offer. Employers are to refrain from exerting any undue pressure on candidates to accept a job offer.
  • Employers should not try to persuade students to renege on employment offers from other companies under any circumstances. This would be a direct breach of the recruiter code of conduct and ethics.
• All organizations are required to abide by .
• Employers that misrepresent employment opportunities risk losing access to or privileges to recruiting resources.
• Employers must adhere to the .

Additionally, employers must also adhere to the expectations of the individual 91°µÍøB entities with whom they are working (i.e., Kelley School of Business, SICE, etc.).

By participating in on-campus recruiting services, employers agree to comply with the above university policies and guidelines. In the event an employer violates these guiding principles, or student complaints are filed regarding an employer, Indiana University Career Services reserves the right to ask that employer to leave campus immediately. Indiana University also reserves the right to review, deny, or revoke employer recruitment access and participation at any time, which could include removal of any active job postings.

If an employer is also a student of the university, that student may forfeit some or all access to the career services designed for students if the student is found to violate some or any of these guiding principles.

The university will not post a position if:

• The employment opportunity involves on-campus solicitation or on-campus sales.
• The student is required to purchase, rent, or obtain a line of credit for any type of sales kit or presentation supplies.
• The student is required to obtain a personal or corporate line of credit.
• The employment opportunity is contingent upon the student paying a fee for employment or placement services.
• The posting is for a part-time commission-only position.
• The position requires that Indiana University be entered into an employment contract as a subcontractor.
• The position requires an affiliate of Indiana University to sign an assumption of liability waiver.

We do not permit job postings or grant access to other online job posting sites via university software.

We do not post advertisements for competitions or contests.

We reserve the right to refuse individual postings.

We ask that employers convey decisions to candidates within a reasonable time frame and communicate that time frame to candidates. As a general rule, employers should give students a minimum of two weeks from the date the offer is made to make their decision. Please refer to the NACE Advisory Opinion: Setting Reasonable Deadlines for Job Offers.

Exploding offers are unacceptable. Employers are expected to refrain from exerting any undue pressure on candidates to accept a job offer. Exploding offers (offers that do not afford a candidate the appropriate time to either accept or decline) put enormous pressure on students to make a decision before they have completed the interviewing process.

Third-party recruiters will be allowed to post positions if they provide, in the job posting, the name of the organization for which the third party is providing recruiting services. The third-party recruiter must also provide contact information for the organization for which the third party is providing recruiting services to the university.

The third-party agency must state that it will not charge any fees to students.

The third-party recruiter may only disclose student information for the open and advertised position. Any other disclosure of student information must have the written consent of the student.

Third-party recruiters may not attend job fairs unless they are hiring for their own office. Exceptions will be made on a case-by-case basis for third-party recruiters who recruit for a specific area, such as the life sciences, or have an outsourced human resources contract with a particular employer.

Third-party recruiters may not have access to the resume database, and they may not participate in on-campus recruiting.

Employment professionals will comply with EEO and Affirmative Action principles in recruiting activities in a manner that includes the following:

• 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.
• Reviewing selection criteria for adverse impact based upon the student's race, color, national origin, religion, age, gender, sexual orientation, or disability.
• Avoiding use of inquiries that are considered unacceptable by EEO standards during the recruiting process.
• Developing a sensitivity to, and awareness of, cultural differences and the diversity of the workforce.
• Informing campus constituencies of special activities that have been developed to achieve the employer's affirmative action goals.
• Investigating complaints forwarded by the career services office regarding EEO noncompliance and seeking resolution of such complaints.

Students will not be pressured to disclose or talk about their apparent or non-apparent disability before, during, or after an interview process.

Students can request accommodations for interviews, ahead of time, in conjunction with the Employer Relations staff member for the recruiting company, who can assist with determining if 91°µÍøB Disability Services for Students can assist with providing resources for accommodations.

Students can choose to disclose (or not disclose) their disability when they are comfortable and are ready to have the conversation with their recruiter, interviewer, or hiring manager.

When you disclose (or not) is completely up to you. If you do decide to disclose, your designated Career Services office is available to help you discuss and practice your talking points.

• Not disclosing
  • If the student does not require accommodations for the interview or to perform the job that they are applying for, they can choose not to disclose
• Disclosing on the resume or application:
  • The student is not required to state a disability on their resume
    • If you are a member of an organization related to people with disabilities, you may choose to disclose this on your resume, especially if you have been in a leadership role in that organization
  • From a legal standpoint, employers should not ask if the student has a disability on an application form. If an application form requests that the student share their disability, leaving it blank is advisable
• Disclosing before an interview:
  • If the students’ disability is non-apparent, they are not required to disclose it until they are comfortable doing so, and they are not required to provide documentation—only that they need an accommodation if they are invited to an interview
  • If the student needs an accommodation for interviews or pre-interview testing, talk with their career coach about requesting accommodations, and be sure to connect with the Employer Relations staff member for that company, so the on-site staff can support the student as well
• Disclosing during the interview:
  • If you have an apparent disability, the recruiter may address it during the interview
  • Explain your disability in a straightforward, easy-to-comprehend manner
  • Be ready to explain and counter any common myths about your disability
  • Bring to the table information, workarounds, or processes that assist you with being successful in the role
  • Know where to find resources for accommodations, such as the
  • Have your message planned as to why you are a great candidate and can deliver quality work in the role
• Disclosing during a job offer:
  • According to the EEOC, once a conditional job offer is made and before an employee starts work, employers may ask any disability-related questions they choose, and they may require medical examinations as long as this is done for all entering employees in a particular job category
  • Employers are not required to provide accommodations if they are not aware of the need for them