University of Delaware career services center Employer Recruitment Policy
The University of Delaware guidelines have been informed and produced in accordance with the principles set forth by NACE and their Principles for Ethical Professional Practice. All employers who participate in our recruiting programs will be expected to adhere to the policies outlined below.
To encourage a collaborative and vibrant working relationship, we ask that employers work with the University Career Center and our campus partners in the Lerner Career Services Center (College of Business Economics) when recruiting at UD.
Please feel free to reach out with any questions you may have regarding our Recruiting Policies.
R. Lynn Sydnor-Epps
Senior Associate Director, Employer & Alumni Engagement
AN EQUAL OPPORTUNITY EMPLOYER - The University of Delaware is committed to assuring equal opportunity to all persons and does not discriminate on the basis of race, creed, color, gender, age, religion, national origin, veteran or disability status, or sexual orientation in its educational programs, activities, admissions, or employment practices as required by Title IX of the Educational Amendments of 1972, Section 504 of the Rehabilitation Act of 1973, Title VII of the Civil Rights Act of 1964, and other applicable statutes. The Career Center at the University of Delaware will work solely with employers that abide by the university’s equal opportunity standards.
Employers must abide by the University of Delaware’s Non-Discrimination Policy Statement.
Professional Conduct Statement
Employers that utilize the services provided by the Career Center and employment professionals who work at or represent those employers shall:
Supply accurate information on their organization and the employment opportunities available at their organization.
Refrain from any practice that improperly influences or affects job applicants.
The Career Center honors students’ prerogatives to consider all types of career opportunities and does not endorse specific organizations that may post jobs in Handshake or participate in UD’s on-campus interviewing program. All discussions concerning particular positions or the terms and conditions of employment are conducted directly between the student and the employer. By offering its services to facilitate discussions between students and off-campus employers, the Career Services Center makes no representations or guarantees regarding the qualifications/credentials/suitability of the students that utilize Handshake.
Career Fairs\Networking Events\Meetups
Please consult the cancellation policy for each event, information session, fair, meetup or networking night you are registered for as they may vary on cancellation times and possible partial payments and\or refunds for cancelling.
Employers are eligible to recruit at the University of Delaware via Handshake if the position is a legitimate full-time/part-time position or an internship/fellowship. The following guidelines apply specifically to employer accounts and postings within Handshake.
Employer registration with Handshake must include the following:
Company website. Company website address that clearly aligns with your organization and contains helpful information about your company for potential applicants, website should NOT be in a beta/phase, nor should it contain “coming soon” language. Social media sites (Facebook, LinkedIn, etc.) do not take the place of a company website. Not only does a website assist us in verifying the legitimacy of companies who request an account, it also gives students an additional resource in researching a company,
Company email address that is associated with the organization website domain (e.g. email@example.com, no Gmail, Yahoo, Hotmail, Comcast.net, etc.) Individual contact names and email addresses much match the company email address.
Full company street address (No personal residences or P.O. Box)
Company phone number (No residential or cell phone numbers)
Full name of organizational contact
All organizations are subject to a business license or EIN verification search.
Positions should include the following:
Detailed position description with a thorough overview of candidate responsibilities and necessary qualifications.
Startups: The organization must be sufficiently established to the point where it can:
Provide a company name, business address, business phone number, website, and email address, and identify a point of contact.
Verify that they are seeking employees and not investors/company stakeholders.
In addition, no user may post:
Positions that do not meet the policies mentioned in this agreement.
Positions whose application process asks students to use or submit their social media profile or release this type of information to the employer;
Positions involving franchise, network marketing, club membership, distributorship or sales representative agency arrangements;
Positions requiring recruitment of other members, sub-distributors or sub-agents;
Positions that require an up-front or periodic payment; no fees (application or other) may be charged by the employer before an offer of employment is made;
A job listing with a company the name of which is unknown or not identified;
Full or Part-Time commission only positions.
Positions in private homes, including part-time or summer jobs such as but not limited to child care and home maintenance. Employers are encouraged to utilize SitterCity, and Care.com when looking to hire individuals for home based-positions (e.g., babysitting, nanny, caretaker, tutor, pet care, etc.)
Marijuana/Cannabis Industries: The University of Delaware Career Center will not accept positions related to the use or distribution of recreational or medical marijuana. As the use of marijuana is illegal at the federal level and CU Denver receives federal funds, we must comply with federal law. In addition, the use of marijuana violates the Drug-Free Schools and Campuses Act and continues to be banned on campus.
By completing your employer profile in Handshake and/or participating in recruitment services/events with the UD Career Center, you agree to the aforementioned terms.
This policy is subject to change without prior notice. All employers are still subject to the terms of this policy.
The UD Career Center reserves the right to refuse or revoke services to any organization at any time. Common reasons for denying or revoking services include, but are not limited to:
Misrepresentation or absence of information related to employment or internship positions, services, or products offered, etc. on website or in the job posting.
Complaints by students, alumni, faculty, or staff.
Low Trust Score in Handshake.
Denied by other universities in Handshake.
No active business license or EIN.
Definition of an Internship
The Career Center has adopted the National Association of Colleges and Employers (NACE) criteria for an experience to be defined as an internship.
To ensure that an experience—whether it is a traditional internship or one conducted remotely or virtually—is educational, and thus eligible to be considered a legitimate internship by the NACE definition, all the following criteria must be met:
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.
The skills or knowledge learned must be transferable to other employment settings.
The experience has a defined beginning and end, and a job description with desired qualifications.
There are clearly defined learning objectives/goals related to the professional goals of the student’s academic coursework.
There is supervision by a professional with expertise and educational and/or professional background in the field of the experience.
There is routine feedback by the experienced supervisor.
There are resources, equipment, and facilities provided by the host employer that support learning objectives/goals.
If these criteria are followed, it is the opinion of NACE that the experience can be considered a legitimate internship.
In addition, if your organization does not intend to provide compensation for internships, we recommend that you familiarize yourself with the Fair Labor Standards Act as it relates to Internship Programs.
If you would like to speak with one of our team members regarding your position, please contact Lynn Epps at firstname.lastname@example.org or 302-931-3159.
Candidates are to be given adequate time to make informed decisions when comparing and responding to job offers. This policy shall be applied to both full-time and summer internship offers thereby establishing overall fairness to all participating parties. The below referenced time frames shall assist employers in planning their recruitment strategy and allow both employers and candidates the opportunity to participate fully during the recruiting season.
Any and all full-time and/or internship offers extended to candidates during a summer or adjacent fall semester will remain valid for a minimum of three (3) weeks (21 days) or through October 15; whichever date is later. Any and all offers made during a spring semester for that adjacent summer or end of graduation start date will remain valid for a minimum of two weeks (14 days).
Any and all offers extended at the conclusion of an externship/leadership program during the Spring/Summer terms, employers should give until September 1st or a minimum of 2 weeks (14 days), whichever date is later for students to accept or decline the offer.
Any and all internship offers extended in the Spring/Summer terms to start the following Summer, employers should give until September 1st for students to accept or decline the offer. For example, if an internship is offered to a student on March 23, 2018 for a start date of June 1, 2019, the employer must give until September 1, 2018 for the student to accept or decline the offer.
All associated offer features (bonuses, start date, relocation costs, etc.) will remain valid for the entirety of the aforementioned offer time frames. Offers extended within two weeks of the last day of a spring semester may be accompanied by a shorter timeframe than the aforementioned two weeks.
Candidates may accept an offer prior to an offer deadline. Employers may extend offers with deadlines beyond the aforementioned time frames.
The UD Career Services Center recruiting policy is informed by the Reasonable Offer Deadlines Guideline as set forth by the National Association of Colleges and Employers (NACE).
Definitions of Third Party Agencies
Third Party Agencies are organizations or individuals that recruit candidates for part-time or full-time employment opportunities for other organizations rather than for their own organizations’ internal hiring needs.
Third Party Recruiting Policy
Organizations that wish to post third-party opportunities with the University of Delaware Career Services Center database, Handshake, the organization must agree to the following terms and conditions:
Third-party recruiters operate in congruence with the university policy of Equal Opportunity/Affirmative Action and do not discriminate on the basis of age, race, color, religion, sex, handicap, or national origin. An employer or agency using the services of Career Services understands that compliance with all related federal and state statutes and regulations is required for initiation or continuance of Career Services.
Third-party recruiters will abide by the Principles for Third-Party Recruiters as described in the NACE Principles for Professional Practice.
Third-party recruiters must agree to disclose the name of the employer, as well as the position description. The client's name should appear in the title of the position.
All positions posted by third-party recruiters without the client name will be deleted from the system.
Students and alumni will not be charged a fee for the third-party recruiter's services.
The third-party recruiter can be listed as the contact for student/alumni cover letters and resumes.
If a student or alumnus is not selected for the specific position listed in Handshake, his/her resume will not be put into the recruiter's general pool of candidates without the written consent of the individual. Failure to comply with this is a violation of The Family Education Rights and Privacy Act of 1974.
Participation in career fairs and signature events will be reviewed on a case-by-case basis.
In addition, please take note of Handshake’s Third Party Recruiter Guidelines:
Third Party Recruiter Guidelines
Handshake is excited to offer as many career opportunities to students as possible, including those offered by third party recruiters. However, we do not permit outside services from bulk collecting student data, employer data, job descriptions, or other marketplace information through the use of automated scripts (“scraping”) or similar technologies or methodologies. Third party recruiters are also prohibited from requiring students to create an account on a third-party platform unaffiliated with the company or brand providing the employment role. Any violation of these, or any other Terms, at our discretion, may result in suspension or termination of the account(s) associated with you or your recruitment service.
Third Party Recruiter Services
Career Services will promote the job and pertinent information using normal communication channels through Handshake. The third-party recruiters will be listed as the contact and identified as an employment agency.
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.
In most cases, temporary agencies, staffing services, outsourcing contractors, or leasing firms will be treated as employers. However, should these firms actually recruit individuals to be employees of another organization, then the third-party professional practice principles shall apply.
This policy will remain in effect for all positions posted through the third-party recruiter.
The UD Career Services Center reserves the right to terminate an employer account or not post positions on behalf of the Third-Party Recruiter.