The Engineering Career Center’s recruiting policies are in place to safeguard Cullen College Engineering students and make sure they are treated fairly and are being recruited for valid employment positions. Employers recruiting at the University of Houston are expected to abide by and adhere to the employment rules and regulations of the National Association of Colleges and Employers (NACE) Principals for Professional Practice, the U.S. Equal Employment Opportunity Commission, the Fair Labor Standards Act, and the Texas Workforce Commission.
General Recruiting Policies
Our services are available to employers who recruit candidates for their own organization and that provide salaried or hourly-based positions.
Babysitting or Other Private In-Home Employment:
We do not post babysitting jobs, personal tutors, or positions where a student would be required to work out of a private residence (e.g. house, apartment, condo, townhome).
Employers and individuals offering employment/entrepreneurial opportunities must pay a base salary equal to or greater than the federal minimum wage and comply with federal, state and local regulations. Positions that provide a base salary in addition to commission are acceptable if the job offers the salary component for at least six months to one year.
Upfront Product Purchase:
Employers and individuals offering employment /entrepreneurial opportunities that require prospective employees to pay a fee or purchase products (such as sample or sales kits) or services upfront before starting work are not permitted to recruit with or attend career fairs sponsored by the Engineering Career Center.
Pyramid or Multi-Level Employers:
Employers and individuals offering employment/entrepreneurial opportunities based on a pyramid or multi-level networking structure requiring or encouraging the recruitment of others who recruit others and so on to sell products and services will not be permitted to recruit with or attend career fairs sponsored by the Engineering Career Center.
Engineering Career Center staff conducts thorough research on each employer registration that is submitted via eCONNECTION. The Engineering Career Center reserves the right to decline or disable an employer account at any time and/or that has reoccurring negative employee reviews posted online.
Third Party Recruiter Agency Policy
Third Party Agency Defined
A third party agency is an organization that recruits candidates for part-time or full-time employment opportunities on behalf of other organizations rather than for its own internal hiring needs.
The UH Engineering Career Center adheres to the policies defined in the NACE Principles for Professional Practice. Our office requires employers and 3rd party recruiting agencies to adhere to the following guidelines:
- Positions must disclose that you are a 3rd party recruiter, preferably at the beginning of the job description/posting. Example: This job posting is from a Third Party Agency.
- Position must state the hiring employer’s name AND/OR business address or provide details on general area/location.
- Students cannot be required to sign a contract that prohibits them from seeking other employment opportunities
- Positions must have a base pay; commission only positions will not be approved
- Only positions that are relevant for current engineering students or recent graduates in their field of study will be approved
- Positions must be for an established business, not for private individuals
- Recruiting for a specific job is required
- Collecting resumes for a database without a specific role is prohibited
- Student information may not be disclosed to any employer/client without obtaining permission from the student. Student information may not be sold or shared with other groups and is only for recruiting purposes.
- Students and recent graduates should not be charged any fees for services.
Employers or third party recruiter agencies that do not comply with these policies will not be able to partner with the UH Cullen College of Engineering Career Center.
Third Party Recruiter Services
Third party recruiter agency will have the ability to create an employer profile within eCONNECTION and if approved, posted positions will be reviewed to ensure the above requirements are met. Third party recruiter will be identified as an employment agency, and be listed as the contact.
Temporary agencies are considered employers, not third party recruiters, as potential employees are paid by the agency itself.
The UH Engineering Career Center reserves the right to cancel an employer account or to deny positions for any of the above violations.
Employer Obligations in Recruitment Process
- Adhering to the following guidelines helps ensure a positive recruiting experience for you and our students.
- Employment professionals will provide accurate information about its organization and employment opportunities. Employing organizations are responsible for information provided and commitments made by their representatives.
- Employment professionals will maintain the confidentiality of student information regardless of the source, including personal knowledge, written records/reports and computer databases.
- Employment professionals will cooperate with the policies and procedures of the Engineering Career Center, including certification of EEO compliance or exempt status under the Immigration Reform and Control Act, and will honor scheduling arrangements and recruitment commitments.
The Engineering Career Center reserves the right to terminate an employer account for misrepresented employment opportunities, and the violation of Engineering Career Center policies and procedures, the NACE Principals for Professional Practice, and all federal and state employment laws.
Policies for Job Postings and Internships
The Engineering Career will review all employment opportunities posted by employers for appropriateness and content and reserves the right to remove or decline any job postings that are deemed unsuitable for students and alumni seeking part-time, internship, and full-time positions.
Job postings must meet the following guidelines:
- All jobs and internship positions should be professional in nature, and require a degree or pursuit of a degree. Full-time positions require an education level of Bachelor’s, Master’s, or Doctoral degree.
- All job postings for unpaid internships must list a specific person or specific title that the intern will report to, and the intern must be working at your company office. Please see the Fact Sheet: Internship Programs Under The Fair Labor Standards Act.
- Job descriptions should be detailed, clear, and comprehensive.
- Compensation is indicated and established on base salary (not including commission).
- All job postings must include an active and professional website, phone number, company location, and recruiters must use a professional or organization related email address (e.g. no gmail, yahoo, outlook accounts).
- If the “Email” option for students to apply is selected and a non-company email address is listed, the apply option will automatically be changed to “Accumulate Online” by Engineering Career Center team, and you will be able to view the resumes through the job posting.
- Postings must also adhere to the Engineering Career Center recruiting policies, the National Association of Colleges and Employers (NACE) Principals for Professional Practice, and all federal and state employment laws.
Virtual/On Campus Recruiting (OCR) Policies
Only direct hiring organizations seeking candidates for internships and full-time employment (requiring a degree) may participate in Virtual/On Campus Recruiting.
- The Engineering Career Center only allows candidates with matching qualifications to apply for these positions with hiring organizations.
- Third-party recruiting for third party organizations is not available through Virtual OCR’s.
- Employers must notify the Engineering Career Center of any cancellations or changes to their interview schedules to properly notify candidates in a timely manner.
- If an employer must withdraw an offer made to a student for any reason, the employer should notify the Director of the Engineering Career Center as soon as possible. If a student reneges on an acceptance of employment, the Director should be notified to ensure a thorough review and a proper assessment can be made.
- The Engineering Career Center reserves the right to refuse any direct hiring organization from participation in Virtual/On Campus Recruiting, especially in cases of misrepresentation or violation of ECC, the National Association of Colleges and Employers (NACE) Principals for Professional Practice, and all federal and state employment laws.
Job Offer Acceptance Recommended Time
- Job offers can be given at any time; however, employers should provide students with at least 10 days to consider an offer.
- Employers are encouraged to extend the deadline for students when requested so they can carefully evaluate the offer before making the commitment.
- Deciding on a job offer is a major decision for students and it is in the best interest of all parties involved to allow students to navigate and explore opportunities so they can make the best decision for their career journey without any added pressure.
The Engineering Career Center makes its interviewing facilities and position-listing services available to employers who do not unlawfully discriminate in the selection of candidates on the basis of national origin, race, religion, gender, sexual orientation, age, disability, or any other basis prohibited by applicable law. Any employer who makes use of University facilities or services must agree to abide by this policy and, if interviewing students, to talk in good faith with students who have been selected for an interview and to refrain from questioning students regarding the above protected classifications.
Release of Student Information and FERPA Policies:
The Family Educational Rights & Privacy Act (FERPA) requires that we will obtain consent from students and alumni before releasing their profile and resume information. In addition, employers must use profile and/or resume information only to fill employment vacancies within your own organization. Any information acquired from profiles and/or resumes may not be re-disclosed to any other employer, or third party, and other individuals within an organization except for employment purposes.
Selection by Citizenship or National Origin:
The University of Houston has the privilege to educate outstanding individuals of varying backgrounds, and employers may encounter an international student on their interview schedule. U.S. laws and regulations require certain treatment of international students. Screening candidates based on citizenship or national origin is prohibited. While employers can hire only persons authorized to work in the U.S., there are a number of categories of persons authorized to work. It is prohibited to ask to which category a person fits.
Employers may ask if an applicant is legally authorized to work in the U.S., and may also ask if the applicant will now or in the future require sponsorship for employment visa status. However, employers may not use visa type as a screening tool to deny a qualified, employment-authorized candidate a position. The only exception is a position posting that specifically states a requirement for U.S. citizenship due to grant funding requirements or other specific regulations. Employers must refrain from asking interview questions regarding a candidate's citizenship or national origin, including questions about primary language, acquisition of foreign language reading skills, residency status, or ancestry. If you have questions regarding this policy, please contact the Engineering Career Center.