External Relations

The Career Development Center will provide services and resources for recruiting opportunities to employers provided they acknowledge and meet the following requirements:

• Comply with the NACE Principles for Employment Professionals, NACE Principles for Ethical Professional Practice and Career Development Center policies, as determined by the Career Development Center.
• The Career Development Center reserves the right to refuse service to any employer if, in the sole determination of the Center:
  • A review of specific opportunity or the nature or status of the company suggests that it is inappropriate for the service population
  • Misrepresentation, whether by dishonest information or absence of information
  • Fraud
  • Harassment of Oregon State University students, alumni, faculty or staff
  • Students are injured or exposed to unsafe working conditions related to the employer’s employment opportunities
  • The employer discriminates in violation of laws or Oregon State University policies
  • The Career Development Center receives student or faculty/staff complaints about discrimination, harassment, threats, unsafe working conditions, or other questionable circumstances
  • Failure to adhere to Career Development Center policies
  • Any violation of Oregon State University policies
  • Any violation of local, state, or federal laws
• Employers must follow the US Department of Labor, the Americans with Disabilities Act, the EEOC Regulations, NACE Principles for Professional Conduct, Oregon State University Policy and Standards, and local, state, and federal laws. It is unlawful for an employer to use screening criteria based on race, gender, ethnicity, marital status, disability, age, and other bases covered by law and policy.
• The Career Development Center will not post or create positions on behalf of a company nor will they make recommendations or select candidates for employers.

1. Photos or videos should not be used as part of the selection process. Exceptions will be made for use of video conference meetings or interviews should a student not be able to attend in person.
2. Social Security Numbers should not be utilized during the hiring process, except when required by law.
3. All candidate information provided to an employer is released only to the employer for hiring purposes related to the identified job posting. Re-disclosure is not permissible in accordance with the Family Educational Rights and Privacy Act.

• Job postings must be actual, current openings.
• Job postings may not contain anything that is sexually explicit, obscene, libelous, defamatory, physically threatening, or illegal.
• Job postings must clearly identify the responsibilities of the position, the identity of the employer, and the type of business of the position and the employer.
• Job postings shall not contain false, inaccurate, or misleading information.
• Must provide official company address, accurate location of employment performance, business email, website, and contact first and last name. If registering without proper information, the request will be denied. Once denied, the employer will need to resubmit with the requested information. The business address cannot be a personal residence.
• Job postings shall not require any type of payment from the applicant including but not limited to: requirement to attend unpaid orientation or training; direct fees in order to be placed into a job or internship; payment for application fees; requirement to purchase, lease or rent sales kits, samples, presentation supplies or the like.
• Employers are willing to provide written documentation of registration with the Better Business Bureau when and if requested.
• Employers are not involved with the use, production, testing, or distribution of marijuana, cannabis, or hemp.
• Job postings in Handshake must accurately describe the scope of responsibilities and requirements of the position including compensation information.
• Job postings must meet the state minimum wage for the state in which the job is located.
• Re-disclosure of student information is prohibited.
• Employers who receive students’ résumés and educational information may use it only for the original intended purpose for which disclosure was granted. Thus employers may not transmit (or re-disclose) student information to any other employer or a third party, and not to others within the employing company for any purpose other than employment purposes.
• Employers recruiting interns must follow the criteria for an experience defined as an internship by the National Association of Colleges and Employers Position Statement on US Internships.
• For-profit companies must pay their interns at least minimum wage. If a for-profit company is offering an unpaid internship, it must meet the Department of Labor’s Fair Labor and Standards Act seven-factor test.

Third-Party Recruiters posting a job for a client will be required to disclose the client’s company name for whom they are recruiting in the Job Description box. All positions posted by third-party recruiters without the client’s company name will be deleted from the system. Also, see NACE Third-Party Recruiting Policy and Principles for Ethical Professional Practice.

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.

Refer to University Policies Regarding Marijuana and Cannabis for our most updated policy under the Student Job Postings section.

Hemp Certification Form

Marketing companies are prohibited from using the university's career services to recruit students for commission only employment and internships. Salaried or hourly positions for the corporate divisions of these companies are permitted.Furthermore, companies that require employees to purchase equipment or inventory for resale are not permitted to use our Department's services. Organizations offering franchise opportunities are also prohibited. Companies that offer either commission only full-time positions or require further training and licensure paid by the candidate must disclose this information when posting a position or recruiting on campus.

The Career Development Center will not approve any non-domestic employer. All non-domestic internships and/or student programs are referred to the Oregon State University Office of Global Opportunities.

Start-up companies must be sufficiently established to where they are able but not limited to:

• Provide a company name, physical business address (not from home), website and email address with matching domains, and identify an Owner and/or Partner as the key contact
• Verify you are not seeking potential partners or investors to launch or sustain operation through our services
• Confirm that you have obtained the necessary business licenses and Tax IDs as well as sufficient funding, including identifying your funding model and investors, if requested.
• Offer positions for pay, not just for equity
• Provide clearly defined organization and position descriptions on our job board (Handshake)
• Internships and Co-op positions must abide by the NACE Principles for Employment Professionals and Federal EEO guidelines.

Start-up company employers who cannot meet these guidelines may be denied access.

The Career Development Center expects employers to allow students sufficient time to weigh employment options and make informed decisions, in keeping with the NACE advisory opinion on offer and acceptance policies. The Career Development Center also discourages students from making rushed decisions about offers.

Timeframe Guidelines for Job/Internship Offers

• Employers are expected to provide students with a minimum of 2 weeks to make their decision from a written offer. This includes offers for full-time positions and internships, and new internship offers extended to previous interns.
• Notwithstanding the foregoing, for full-time offers extended in summer or fall to previous summer interns, students have 2 weeks or until November 1 to make a decision, whichever option allows the student greater time.

*OSU grants exceptions to this timeline policy for internship and co-op programs run by both OSU and non-OSU entities (for example, MECOP/CECOP, Emerging Leaders, and Multnomah County’s College to County Program) that implement formal timelines for their matching and placement processes. If you are unsure if your program falls into this exception, please contact employer.relations@oregonstate.edu. Additionally, the OSU School of Business may have different timelines or policies. If you would like to learn more about the latest recruiting timelines for the OSU School of Business, please contact the COB Team at partner@oregonstate.edu.

Other exceptions to this recruitment timeline require consultation and approval by the Career Center. Upon approval these exceptions must be clearly stated in the job postings.

Exploding Offers/Excessive Pressure

The Career Development Center defines an exploding offer as any offer that does not conform to the above timeframes. Employers should not make offers or pressure students to accept “early” offers including those requiring a quick response time, nor should they incentivize quick responses using diminishing bonuses, reduced options for location preferences, or similar time pressure tactics.  Asking a student if he or she is ready to decide on the spot or providing the student with a hypothetical situation involving a potential offer are also considered inappropriate.

Written Offers

Written offers should clearly state all appropriate terms and conditions including, but not limited to position title, position description, location, benefits, start date, salary, and bonuses. All bonuses or other incentives are to remain in full effect for the entire duration of the offer period.

Consequences

Employers violating any of these policies may receive deferred interview dates or be denied access to OSU recruiting programs. Each circumstance is evaluated independently, on the level of the violation and related factors.

Students are expected to accept an offer only after careful consideration and to honor professional commitments. Accepting a job offer, either verbally or in writing, is an agreement to work for an employer. Reneging (withdrawing an acceptance of an offer) after having previously accepted, for any reason, is serious unprofessional recruiting behavior and is subject to significant repercussions. This behavior has a profound impact on an employer’s recruiting resources and timeline, as well as the student’s long-term professional reputation. Students who violate our policies are required to meet with Career Center staff; each case is considered individually. Consequences range in scope and can include forfeiture of campus recruiting privileges.

Deferred Start Dates/Rescinding Employment Offers

The Career Development Center strongly encourages employers to consider every alternative before revoking an offer of employment. Employers who cannot avoid rescinding or deferring employment offers should carefully review the guidelines and follow the NACE recommendations issued in their position statement.

NACE recommends that employers who must revoke a commitment demonstrate they have done everything possible to avoid rescinding offers, and to then consider alternatives. These may include changes in job responsibilities, salary reduction or reduced work weeks, changes in job locale, delayed starting dates, and other reasonable options.

1. Registration and Payment for Oregon State University Career Fairs and Events

• Employer registrants agree to full payment of fair or event costs upon approval of their registration and receipt of invoice. Upon submission of a registration form through Handshake, approved registrants will receive an email “receipt of registration/reservation” message with an invoice. Full payments must be received no later than 10 days prior to the date of the fair or event to hold your reservation. Failure to pay by at least 10 days prior to the event may result in your organization being removed from the fair and placed on the employer waiting list. Your attendance at the fair is not fully confirmed until the Career Development Center has received payment. The Career Development Center reserves the right to decline participation based on space availability or industry representation. All registration requests are subject to our employer use policy. Please review all employer policies before your visit to campus.

• Government agencies and other non-profit organizations with payment restrictions are exempt from the requirement to pay prior to the event. Payment for these registrants is due no later than 30 days after the fair or event for which the employer has registered. 

• The Career Development Center accepts checks, VISA, Mastercard, and Discover.  

2. Full Refund Requirements

For a full refund of registration fees, the Career Development Center must receive via email a written cancellation notice. This cancellation notice must be received by the Center no less than 10 calendar days prior to the fair or event for which the employer registered. Employers whose cancelations are not received at least 3 business days prior to the fair will not receive a refund and will be charged a late cancellation fee.

3. Waitlist Policy

• For events that reach capacity, the CDC may open up a waitlist registration option for interested employers.
• Employers who are registered for the waitlist of an event are not guaranteed attendance at the event or career fair.

Confirmation of Fair Attendance/Moving Off the Waitlist:

• Notification that a registered employer has been moved off of the waitlist and added to the active list of registered employers will be made through email to the registrant(s) listed on the Handshake registration. This email will include logistical details such as parking, booth number, etc.
• Only those employers who receive confirmation that they have been moved off of the waitlist and onto the actively registered employer list are permitted to attend the career fair/event at the specified date and time.
• The CDC cannot accommodate waitlisted or unregistered employers who show up to an event location without a confirmation of registration from the External Relations team.

4. Late Cancellation Fee

There will be a $150 late fee for cancellations less than 3 business days before the fair or event for which the employer has registered. 

5. No Show Policy

If an employer registers and is confirmed but does not attend the career fair or event and has not given written cancellation notice at least 10 business days prior to the fair, the employer is responsible for payment of the full registration fee.

6. Late Payment Fee

Payments not received within a 30-day period after the date of the fair or event will incur an additional late payment fee of $50.00.

7. Payments

Make checks payable to: 

OSU Career Development Center 

A110 Kerr Administration Building 

Corvallis, OR 97331 

Our Federal Tax ID# 61-1730890 

1. Cancellations: Employers who cancel an interview schedule once the student sign-up period has opened are responsible for contacting the students to inform them of the cancellation.
2. Interview Space: The Career Development Center may limit the number of interview rooms available for a given employer due to space constraints.
3. Interview Times: The Career Development Center is open 8 a.m. to 5 p.m. Pacific Time, excluding Oregon State University holidays and scheduled Career Development Center closures; interviews should be scheduled during open business hours.

Oregon State University and the Career Development Center reserve the right to make exceptions to the policies as necessary. Each exception will be reviewed on a case-by-case basis and does not constitute a change in policy, nor does it guarantee that the same decision will apply in the future.

All violations will be investigated on a case-by-case basis. If an employer is found to be in violation of the above policies, access to services (interviews, event attendance, access to Handshake, etc.) may be revoked.

Oregon State University and the Career Development Center are committed to equal employment opportunity for all persons and provide services to students and employers on a nondiscriminatory basis. All employers are expected to comply with U.S. employment laws.