The Engineering Career Center’s recruiting policies are in place to safeguard Cullen College of Engineering students to make sure they are treated fairly and are being recruited for valid employment positions. Employers recruiting at the University of Houston’s Cullen College of Engineering 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.
Acknowledgement for Professional Conduct
By using the services of the Engineering Career Center, you acknowledge that you have reviewed and will abide by the policies outlined by NACE, the U.S. Equal Employment Opportunity Commission, the Fair Labor Standards Act, and the Texas Workforce Commission policies. For any additional questions, contact the Engineering Career Center at ecareers [at] Central.UH.EDU (ecareers[at]Central[dot]UH[dot]EDU).
As established in the National Association for Colleges and Employers (NACE) Principles for Professional Conduct, employment professionals are expected to work within the bounds of accepted norms in recruiting, interviewing, and selection techniques.
It is understood that by using the services of the Engineering Career Center, it is expected that you will not engage in discriminatory practices during the employee selection process. This includes, but is not limited to, discrimination based on race, color, national or ethnic origin, age, religion, disability, sex, sexual orientation, gender identity and expression, veteran status, or any other characteristic protected by applicable federal or state laws.
Employer Registration Requirements
The Engineering Career Center utilizes the career services platform Symplicity/ eCONNECTION. Employers requesting access to Recruit via eCONNECTION must demonstrate ALL the following requirements:
- Provide a complete contact name (including both first and last).
- Provide a comprehensive company description.
- Provide a corporate address (residential/private addresses cannot be accepted)
- Provide an email address with a listed domain that matches the company name and website (personal email address cannot be accepted).
- Provide a dedicated company website that matches the company name and is functional (company social media pages are deemed inadequate).
Please note that in addition to the requirements mentioned above, your company may be subjected to additional information and/or requirements.
To register on eCONNECTION, click here.
Privacy Policy
Information obtained during the recruitment process must not be used for purposes other than recruitment, such as marketing and advertising. And it should not be disclosed to individuals external to your organization.
Job Posting Policies
The Engineering Career will review all employment opportunities submitted for approval by employers 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.
General Policy
- All jobs and internship positions should be professional in nature and require a degree or pursuit of a degree in Engineering and/or Technology disciplines.
- Job descriptions should be detailed, clear, and comprehensive.
- 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 the Engineering Career Center team, and you will be able to view the resumes through the job posting.
Employment Classification
Employers must select the appropriate position type (internship, co-ops, part-time or full-time roles). The position type must align and be clearly outlined in the description.
Full-time Positions
Full-time positions require an education level of Bachelor’s, Master’s, or Doctoral degree. Job roles should be directly relevant to Engineering and/or Technology disciplines. Opportunities for regular hires, contracts, temp-to-hire placements, and participation in rotational programs are accepted.
Part-time Positions
Part-time positions for current students must demonstrate a clear and relevant connection to the student’s career path and will undergo individual assessment.
Please note: Submission of a job posting does not guarantee approval.
Internships
The Engineering Career Center adheres to the principles of NACE, and we expect the employers who use our services to likewise adhere to them. Internships are expected to have clear start and end dates, with the possibility of extension upon mutual agreement between the employer and student. Typically, internships span a duration of 12-14 weeks. The College allows internships to occur at any point during the year. If an employer would like to extend a full-time employment offer, they can do so at any given time. Students must be provided with an acceptable timeframe to consider before signing the offer.
Unpaid Internships
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.
Cooperative Education
Co-Ops are expected to have clear start and end dates, with the possibility of extension upon mutual agreement between the employer and student. The College allows co-ops to occur at any given time during the year.
General Recruiting Policies
Our services are available to employers who recruit candidates for their organization and provide salaried or hourly-based positions.
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).
Commission-Only Employment
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 samples or sales kits) or services upfront before starting work are not permitted to recruit or attend career fairs and/or other career-related events hosted 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 or attend career fairs and/or other career-related events hosted by the Engineering Career Center.
Compensation
Compensation must be included in all job posting submissions. Jobs listed through eCONNECTION must follow FLSA minimum wage guidelines. Employers hiring for positions in Texas must also be compliant with Texas minimum wage law guidelines.
Job Offers
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.
Recommended Guidelines for Job Offers
- Job offers can be given at any time; however, employers should provide students with an adequate number of days to consider an offer.
- Employers are encouraged to extend the deadline for students when requested so they can carefully evaluate the offer before committing.
- Companies should refrain from engaging in any behavior that influences and impacts job acceptances, such as urging a student to renege their acceptance of an offer from another company.
- All offers for full-time, part-time, co-op, or internships must be given in writing, either electronic or hard copy for it to be considered as a legitimate offer. Verbal offers lack the binding capacity required for acceptances.
These guidelines may not universally apply to each employer, and we encourage you to exercise good judgment when assessing offer timelines.
Reneges
- Our students acknowledge the Engineering Career Center’s policy stating that they will discontinue interviewing upon accepting a job offer.
- The Engineering Career Center encourages students to promptly decline job offers they do not intend to accept. Reneging on a signed job offer is considered a violation of Cullen College of Engineering ethics, the honor code, and our recruiting policies, potentially leading to the loss of career service privileges.
- If a student reneges a signed offer, please notify the Engineering Career Center immediately by emailing ecareers [at] Central.UH.EDU (ecareers[at]Central[dot]UH[dot]EDU). We will meet with the student to determine appropriate action.
- Employers must notify the Engineering Career Center as soon as possible if an offer is withdrawn for any reason.
Job Scams
There has been an increase in fraudulent and illegal job scams on college campuses nationwide. The Engineering Career Center takes fraudulent claims very seriously. To reduce the possibility of fraudulent employers or positions, we review every employer registration and job posting based on the requirements listed on this page. The University has set forth guidelines for students to report job scams as well as provide resources and tips for remaining safe.
Additionally, please note: Postings for positions that require at the time of application, personal information such as bank and social security numbers, or photos of the applicants are not allowed. Postings for positions that pay in cash, or require a candidate to make a financial investment, or pay a fee before employment, or recruit other students for a financial incentive, are not allowed.
Third-Party Recruiters and Employment Agencies
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 Engineering Career Center adheres to the policies defined in the NACE Principles for Professional Practice. Our office requires employers and third-party recruiting agencies to adhere to the following guidelines:
- Positions must disclose that you are a third-party recruiter, preferably at the beginning of the job description/posting. Example: This job posting is from a Third-Party Agency.
- Positions 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 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 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, submitted job postings will be reviewed to ensure the above requirements are met. A 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 Engineering Career Center reserves the right to cancel an employer account or to deny positions for any of the above violations.
On-Campus Recruiting (OCR) Policies
Organizations seeking candidates for internships and full-time employment (requiring a degree) may participate in On-Campus Recruiting.
- Candidates must meet the qualifications to apply for positions posted by the employer.
- Third-party organizations may not participate in on-campus recruiting to recruit on behalf of other external organizations.
- Employers must notify the Engineering Career Center of any cancellations or changes to their interview schedules, so candidates are notified promptly.
- The Engineering Career Center reserves the right to refuse any employer from participation in on-campus recruiting, especially in cases of misrepresentation or violation of Engineering Career Center this must be spelled out (what is the ECC), the National Association of Colleges and Employers (NACE) Principals for Professional Practice, and all federal and state employment laws.
- There are 4 interview rooms available to facilitate in-person, on-campus interviews for Cullen College of Engineering students. These are offered to you at no charge and are available on a first-come, first-served basis.
- Career fair platinum sponsors and Employer Partners have priority in reserving rooms; once that is finalized, all other employers will have the ability to make a reservation.
Requests to reserve interview space must be made within the eCONNECTION portal.
Selection by Citizenship or National Origin
The Cullen College of Engineering has the privilege of educating 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 several categories of persons authorized to work. It is prohibited to ask 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.
Resources:
Release of Student Information and FERPA Policies
The Family Educational Rights & Privacy Act (FERPA) requires that we 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 their organization. Any information acquired from profiles and/or resumes may not be re-disclosed to any other employer, third-party, or other individuals within an organization except for employment purposes.
Disclaimers
The 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.
The Engineering Career Center makes its interviewing facilities and job posting 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.
Employment professionals will provide accurate information about the organization and employment opportunities. Employing organizations are responsible for the information provided and commitments made by their representatives.
Employment professionals will cooperate with the policies and procedures of the Engineering Career Center, including certification of Equal Employment Opportunity compliance or exempt status under the Immigration Reform and Control Act, and will honor scheduling arrangements and recruitment commitments.
Consistent with state and federal law, the University of Houston prohibits discrimination on the basis of race, color, sex (including gender and pregnancy), religion, national origin, ethnicity, age (40+), disability, military status, genetic information, gender identity or status, gender expression, and any other legally protected status.
We are committed to maintaining and strengthening an educational, working and living environment where students, faculty, staff, visitors, and applicants for admission or employment are free from discrimination of any kind. Sexual Misconduct, a form of sex discrimination, is contrary to the standards and ideals of the University. Sexual Misconduct as defined by University policy includes dating violence, domestic violence, sexual assault, stalking, sexual harassment, sexual exploitation and sexual intimidation.
Individuals serving as supervisors to an educational activity, including volunteers or interns, have a duty to report any concerns of discrimination or sexual misconduct involving UH participants. Reports should be directed to Rebecca Lake, Title IX and Equal Opportunity Coordinator, UH Equal Opportunity Services. Reports can be submitted online at https://uh.edu/eos-forms or via email to EOS [at] uh.edu (EOS[at]uh[dot]edu). If you have any questions, you can contact EOS staff by phone at (713)743-8835 or visit the EOS office at 4367 Cougar Village Drive, Building 526, Houston, TX 77204.