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Recruiting Guidelines

GENERAL PRINCIPLES AND ETHICS

A primary objective of the Center for Career Opportunities (CCO) is to support employers in their efforts to recruit and hire Purdue students. We consider this a partnership effort with a common goal of achieving the best match between the individual student and the employing organization. The CCO will act in accordance with the National Association of Colleges and Employers (NACE) Principles of Professional Conduct for Career Services, and we expect that employers will abide by these principles in their dealings with us, our students and our alumni.

These Principles provide three basic precepts to guide career planning and recruitment:

  1. Maintain an open and free selection of employment and experiential learning opportunities in an atmosphere conducive to objective thought, where job candidates can choose to optimize their talents and meet their personal objectives;
  2. Maintain a recruitment process that is fair and equitable;
  3. Support informed and responsible decision making by candidates.

We strive to provide an open and free environment for selection of students for employment and experiential learning opportunities. We reserve the right to take appropriate and necessary actions to enforce compliance with these guidelines in order to maintain a fair and equitable recruitment process among all employers of Purdue University students.

Please know that we are deeply appreciative of your interest in recruiting Purdue students for the exciting career opportunities that your organization offers them. We look forward to our partnership to help make your recruiting experience a positive, fair and productive one for everyone.

INTERNSHIPS

Unpaid internships must be in compliance with the six criteria established by the Fair Labor Standards Act in order to be posted to Purdue University students.  Please examine the list below in order to evaluate whether the primary purpose of the internship is to benefit the student’s educational and professional pursuits.

  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.

OFFER GUIDELINES

Policy Guidelines for Internship and Full Time Offers

Students need time to make informed decisions when comparing and responding to offers. The best practices among employers with a history of recruitment success at Purdue are to give students most of the fall semester, or at least several weeks, to make informed decisions. This length of time serves to protect employers’ campus reputation and helps make job offer acceptance decisions final. We strongly advise that companies offer reasonable extensions to deadlines when requested so that the student has an opportunity to honor interview and site visit obligations. We appreciate the cooperation employers have shown in the past, and ask for your continued flexibility this year. 

Full-time offers to summer interns

We ask that employers who extend an offer for full-time employment to a previous intern allow the student most of the returning semester (through mid-October) to respond to that offer, without pressure to respond on an earlier date.

Exploding Offers/Excessive Pressure

Employers are strongly discouraged from making offers with timing-based consequences such as diminishing bonuses or reduced options for location preferences. Furthermore, asking a student if he or she is ready to make a decision on the spot, or asking a student to respond to a hypothetical offer is considered an unacceptable practice. Exploding offers put undue pressure on students and compromises our efforts to enforce our student policy against reneging.

Timely Communication

Employers are expected to keep students informed of hiring timelines and their status in the hiring process and to communicate hiring decisions within an appropriate time frame.

Full Disclosure

Start dates: We ask that employers include a start date when the offer is made or outline a reasonable time frame for providing a start date and initial work location. Employers who anticipate start dates later than a few months after graduation must disclose this to students as part of the interview process. Open communication with the student is encouraged throughout the process.

Basis of compensation: For employers to schedule campus interviews, they must offer bona fide positions and be completely transparent with students on a compensation structure that is based upon partial or full commission. The employer shall disclose it in the job description and give an accurate estimate of expected earnings as well as fees associated with training to be covered by the employee.

Employment contracts: Purdue advises students and alumni to seek legal counsel before entering into any contractual agreement and expects that employers will allow a reasonable period of time for individuals to review any contract and seek advice before signing it.

The Center for Career Opportunities reserves the right to withdraw position postings and remove interview privileges when warranted by questionable recruitment practices or unethical behavior.

Rescinding Employment Offers

The Center for Career Opportunities strongly encourages employers to consider every alternative before revoking an offer of employment. Employers who cannot avoid rescinding or deferring employment are advised to consult with the Center prior to notifying the student(s) affected by this action. Employers’ campus reputation can be salvaged if they demonstrate that they have done everything possible to avoid rescinding offers and offer meaningful assistance mitigating the hardships this action will cause.

STUDENT ACCOUNTABILITY

Purdue students are subject to guidelines for ethical conduct in their job search activities. Each time they sign into their myCCO (Nacelink at Purdue) account, students are required to confirm that they agree to abide by the CCO Participation Agreement.

Within the agreement, students are instructed to accept an employment offer in good faith by immediately notifying other employers of their decision. Students are told to withdraw from the interviewing process and no longer pursue positions with other employers. Your support of this policy by respecting a student’s decision when accepting another offer is requested and will be appreciated.

If a student accepts a written offer of employment and later reneges on the acceptance, please notify the CCO Director, Tim Luzader – tluzader@purdue.edu. We recognize the importance of integrity in accepting an offer and want to follow up with the candidates. Students who violate these terms face serious consequences for non-compliance.

THIRD PARTY RECRUITERS

Third Party Recruiters, as defined by the National Association of Colleges and Employers (NACE), “are agencies, organizations, or individuals recruiting candidates for temporary, part-time, or full-time employment opportunities other than for their own needs.”  The Center for Career Opportunities will offer Third Party Recruiters resume referral and job postings provided they review and adhere to Principles for Third Party Recruiters as established by NACE and the take extra steps we require to ensure Purdue students’ rights are protected. 

Recruiting Guidelines

GENERAL PRINCIPLES AND ETHICS

A primary objective of the Center for Career Opportunities (CCO) is to support employers in their efforts to recruit and hire Purdue students. We consider this a partnership effort with a common goal of achieving the best match between the individual student and the employing organization. The CCO will act in accordance with the National Association of Colleges and Employers (NACE) Principles of Professional Conduct for Career Services, and we expect that employers will abide by these principles in their dealings with us, our students and our alumni.

These Principles provide three basic precepts to guide career planning and recruitment:

  1. Maintain an open and free selection of employment and experiential learning opportunities in an atmosphere conducive to objective thought, where job candidates can choose to optimize their talents and meet their personal objectives;
  2. Maintain a recruitment process that is fair and equitable;
  3. Support informed and responsible decision making by candidates.

We strive to provide an open and free environment for selection of students for employment and experiential learning opportunities. We reserve the right to take appropriate and necessary actions to enforce compliance with these guidelines in order to maintain a fair and equitable recruitment process among all employers of Purdue University students.

Please know that we are deeply appreciative of your interest in recruiting Purdue students for the exciting career opportunities that your organization offers them. We look forward to our partnership to help make your recruiting experience a positive, fair and productive one for everyone.

INTERNSHIPS

Unpaid internships must be in compliance with the six criteria established by the Fair Labor Standards Act in order to be posted to Purdue University students.  Please examine the list below in order to evaluate whether the primary purpose of the internship is to benefit the student’s educational and professional pursuits.

  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.

OFFER GUIDELINES

Policy Guidelines for Internship and Full Time Offers

Students need time to make informed decisions when comparing and responding to offers. The best practices among employers with a history of recruitment success at Purdue are to give students most of the fall semester, or at least several weeks, to make informed decisions. This length of time serves to protect employers’ campus reputation and helps make job offer acceptance decisions final. We strongly advise that companies offer reasonable extensions to deadlines when requested so that the student has an opportunity to honor interview and site visit obligations. We appreciate the cooperation employers have shown in the past, and ask for your continued flexibility this year. 

Full-time offers to summer interns

We ask that employers who extend an offer for full-time employment to a previous intern allow the student most of the returning semester (through mid-October) to respond to that offer, without pressure to respond on an earlier date.

Exploding Offers/Excessive Pressure

Employers are strongly discouraged from making offers with timing-based consequences such as diminishing bonuses or reduced options for location preferences. Furthermore, asking a student if he or she is ready to make a decision on the spot, or asking a student to respond to a hypothetical offer is considered an unacceptable practice. Exploding offers put undue pressure on students and compromises our efforts to enforce our student policy against reneging.

Timely Communication

Employers are expected to keep students informed of hiring timelines and their status in the hiring process and to communicate hiring decisions within an appropriate time frame.

Full Disclosure

Start dates: We ask that employers include a start date when the offer is made or outline a reasonable time frame for providing a start date and initial work location. Employers who anticipate start dates later than a few months after graduation must disclose this to students as part of the interview process. Open communication with the student is encouraged throughout the process.

Basis of compensation: For employers to schedule campus interviews, they must offer bona fide positions and be completely transparent with students on a compensation structure that is based upon partial or full commission. The employer shall disclose it in the job description and give an accurate estimate of expected earnings as well as fees associated with training to be covered by the employee.

Employment contracts: Purdue advises students and alumni to seek legal counsel before entering into any contractual agreement and expects that employers will allow a reasonable period of time for individuals to review any contract and seek advice before signing it.

The Center for Career Opportunities reserves the right to withdraw position postings and remove interview privileges when warranted by questionable recruitment practices or unethical behavior.

Rescinding Employment Offers

The Center for Career Opportunities strongly encourages employers to consider every alternative before revoking an offer of employment. Employers who cannot avoid rescinding or deferring employment are advised to consult with the Center prior to notifying the student(s) affected by this action. Employers’ campus reputation can be salvaged if they demonstrate that they have done everything possible to avoid rescinding offers and offer meaningful assistance mitigating the hardships this action will cause.

STUDENT ACCOUNTABILITY

Purdue students are subject to guidelines for ethical conduct in their job search activities. Each time they sign into their myCCO (Nacelink at Purdue) account, students are required to confirm that they agree to abide by the CCO Participation Agreement.

Within the agreement, students are instructed to accept an employment offer in good faith by immediately notifying other employers of their decision. Students are told to withdraw from the interviewing process and no longer pursue positions with other employers. Your support of this policy by respecting a student’s decision when accepting another offer is requested and will be appreciated.

If a student accepts a written offer of employment and later reneges on the acceptance, please notify the CCO Director, Tim Luzader – tluzader@purdue.edu. We recognize the importance of integrity in accepting an offer and want to follow up with the candidates. Students who violate these terms face serious consequences for non-compliance.

THIRD PARTY RECRUITERS

Third Party Recruiters, as defined by the National Association of Colleges and Employers (NACE), “are agencies, organizations, or individuals recruiting candidates for temporary, part-time, or full-time employment opportunities other than for their own needs.”  The Center for Career Opportunities will offer Third Party Recruiters resume referral and job postings provided they review and adhere to Principles for Third Party Recruiters as established by NACE and the take extra steps we require to ensure Purdue students’ rights are protected.