Recruiting Policies
Career Services is committed to the policies below and abides by the Principles of Professional Practice set forth by the National Association of Colleges and Employers (NACE).
If you have questions about our recruiting policies, please contact Shelly Drouillard, director of Career Services, at Shelly.Drouillard@utoledo.edu.
Equal Employment Opportunity (EEO)
The University of Toledo’s Career Services adheres to Equal Employment Opportunity (EEO) guidelines. Employers recruiting UToledo students, including on-campus and our virtual job posting board (Handshake), must comply with EEO and not discriminate against a job candidate based on his or her race, color, religion, sex, age, disability, sexual orientation, gender identity, military or veteran status, genetic information, marital status, parental status, political or personal favoritism, ancestry, source of income or any other classes protected by local, state and federal law.
Career Services abides by the Principles of Professional Practice set forth by the National Association of Colleges and Employers (NACE).
Employer Fee Payment and Event Cancellation/No Show Policy
Employer registration fees must be paid before the day of the event. Fees are non-refundable for an organization canceling within five business days before the event. Future event registration for an organization with an unpaid balance due to late cancellation or nonattendance will not be approved until full payment is received. Access to all other recruiting services will also be denied, including tabling. Organizations that do not show up for the event are still responsible for their registration fee.
Career Services can not guarantee student attendance and participation. Refunds will not be granted for events if employers do not have student connections and participation.
Third-Party Recruiter Policy
University of Toledo Career Services provides engagement opportunities, including the opportunity to post jobs on Handshake, to third party recruiting and staffing agencies on a case by case basis. Third-party organizations are only able to recruit for their own staff positions at our career fairs and other on-campus activity.
According to NACE, the National Association of Colleges and Employers, third-party recruiters are defined as agencies, organizations, or individuals recruiting candidates for temporary, part-time, or full-time employment opportunities other than for their own needs. This definition includes, but is not limited to, employment agencies, search firms, contract recruiters, and resume referral firms. (Note: Temporary agencies are not considered third-party recruiters. They are employers who pay individuals to perform work at a client organization).
Third-Party Recruiter Services:
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Third-party recruiters who are hiring for positions within their own organization may be granted on-campus recruiting privileges.
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Third-party recruiters who are hiring for positions outside their own organization may have positions posted provided they disclose the name of the clients they represent within the position descriptions. Career Services reserves the right to verify this information.
Job and Internship Postings
Career Services office will not approve any opportunities which do not follow the guidelines below.
- Positions must be paid. Career Services will no longer approve unpaid jobs or internships.
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Positions should not interfere with or negatively affect the academic progress of a student.
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Positions should not require the applicants to purchase or rent any kind of training or marketing and sales material in order to become employed.
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Positions should not require students to provide on-campus solicitation or products or services not authorized by the university.
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Employers should not be private individuals requiring candidates to work out of private premises.
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Postings containing advertising, promotion, solicitation for goods, services, or funds, or solicitation for others to become members of any enterprise or organization, will not be approved.
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Positions requiring the candidate to work with a product or service which is not legal.
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Positions requiring door-to-door solicitation including political canvassing and telemarketing will not be approved.
Student Confidentiality
Employers must maintain the confidentiality of student and alumni information, regardless of the source, including personal knowledge, written records/reports, and computer databases in accordance with the Family Educational Rights and Privacy Act (FERPA). There should be no disclosure of student information to another organization or from the University of Toledo without written consent from the student.
Unpaid Internships:
Career Services office will not approve any opportunities that are unpaid. Learn more about what the National Association of Colleges and Employers is saying about unpaid internships.
The Department of Labor has developed a seven-factor test for determining whether workers are to be considered "trainees" or "employees" that must be paid at least minimum wage under the Fair Labor Standard Act (FLSA). To list with Career Services as an unpaid internship, the office will consider the following criteria:
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The extent to which the intern and the employer clearly understand that there is no expectation of compensation. Any promise of compensation, express or implied, suggests that the intern is an employee—and vice versa.
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The extent to which the internship provides training that would be similar to that which would be given in an educational environment, including the clinical and other hands-on training provided by educational institutions.
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The extent to which the internship is tied to the intern’s formal education program by integrated coursework or the receipt of academic credit.
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The extent to which the internship accommodates the intern’s academic commitments by corresponding to the academic calendar.
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The extent to which the internship’s duration is limited to the period in which the internship provides the intern with beneficial learning.
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The extent to which the intern’s work complements, rather than displaces, the work of paid employees while providing significant educational benefits to the intern.
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The extent to which the intern and the employer understand that the internship is conducted without entitlement to a paid job at the conclusion of the internship.