Recruitment Policies

We ask that employers adhere to the following recruitment policies.

Right of Refusal

Elmhurst University reserves the right to terminate or refuse the participation of any organization in our recruiting activities, Handshake, or website links. Reasons may include misrepresentation by providing dishonest information or absence of information, or complaints by students/alumni. In addition, the Weigand Center for Professional Excellence staff and Elmhurst University administration reserve the right to remove organizations or job postings that are not a good fit with our mission and/or provide any risk to a student’s personal or financial well-being.

Compensation

Private sector for-profit employers comply with the United States Department of Labor guidelines regarding compensation. See the DOL’s Fair Labor Standards Act for details.

Compensation details must clearly state if the position is 100% commission, base salary if it is partially commission-based, or be clear how the participant will be compensated.

In addition, the following note will be added to commission-based positions posted in Handshake:

Career Center Note

As with all employment situations, candidates should thoroughly research an employment opportunity prior to signing a legally binding contract. All contracts should be reviewed very carefully. If you have any questions about a contract, do not sign it until you have discussed it with another knowledgeable party.

‘Blind’ Position Postings

“Blind postings” are not accepted on Handshake. All jobs, internships, and other positions must be listed under the name of the employer. If you are a third-party organization posting a position, please review the specific policies for Third-Party Recruiters below.

Email

Employers must use valid contact information, including an organizational email account when registering for a Handshake account. Use of a personal email (Yahoo, Hotmail, Gmail, etc.) may cause a delay or rejection. Please call (630) 617-3190 with any questions.

Franchise, Independent Contractor, Multi-Level Marketing

Employers may not post job or internship opportunities that require students to purchase or rent any type of presentation or sales material/supplies, or pay a fee for training or placement.

We will not accept any positions that would require fines or fees for early termination of an employment contract.

A multi-level plan type organization must ensure than any representations about compensation are clearly stated, including different levels of earnings or compensation received by participants, the amount earned by a typical entry-level participant, and the time/effort required to reach specific levels of income.

Internships

Internships offer real-world work experience as well as guidance and supervision by a trained professional to students or recent graduates seeking to apply classroom learning and skills. Interns can provide enthusiastic, willing assistance to your business or non-profit, fresh ideas, and the latest trends in technology. They can also increase your visibility and reputation on the Elmhurst campus. Sponsoring an intern is a great way to give back to your community, evaluate a potential employee, and gain assistance with special projects. Employers may not post job or internship opportunities that require students to purchase or rent any type of presentation or sales material/supplies, or pay a fee for training or placement.

Paid Internships

• It is strongly preferred that organizations pay interns for work performed.
• Private sector employers need to be familiar with the United States Department of Labor guidelines for legally offering unpaid internships, as most opportunities are actually employment that requires payment. This fact sheet produced by the United States Department of Labor provides general information to help determine whether interns must be paid the minimum wage and overtime under the Fair Labor Standards Act.

Unpaid Internships

• If an internship is unpaid, the position description must include clearly stated learning objectives or outcomes that a participant may reasonably expect to achieve from the experience.
• To ensure that an experience—whether it is a traditional internship or one conducted remotely or virtually—is educational, and thus eligible to be considered a legitimate internship by the National Association of Colleges and Employers (NACE) definition, all the following criteria must be met:
• As with all employment situations, candidates should thoroughly research an employment opportunity prior to signing a legally binding contract. All contracts should be reviewed very carefully. If you have any questions about a contract, do not sign it until you have discussed it with another knowledgeable party.

Career Center Note

The skills or knowledge learned must be transferable to other employment settings. The experience has a defined beginning and end, and a job description with desired qualifications. There are clearly defined learning objectives/goals related to the professional goals of the student’s academic coursework. There is supervision by a professional with expertise and educational and/or professional background in the field of the experience. There is routine feedback from the experienced supervisor. There are resources, equipment, and facilities provided by the host employer that support learning objectives/goals.

Academic Internships

In order for an Elmhurst University student to receive academic credit for an internship, the internship site and internship position description must be approved by a university faculty/instructor and the internship coordinator, prior to the student being granted “academic credit” for an internship experience. Note: The internship program has specific guidelines and requirements which the student must review with the internship coordinator.

Examples of Experiences that Do Not Qualify as Internships

• Positions that displace a regular employee.
• Positions that are 100 percent commission-based.
• Positions that require door-to-door canvassing, cold-calling, telemarketing, on-campus solicitations/sales or petition gathering as the primary activity.
• “Independent contractor” relationships that require the intern to set up his/her own business to sell products, services and/or recruiting other individuals to set up their own business.
• The student is required to purchase or rent a sales kit or presentation materials
• Positions in which the student is required to pay the employer for any part of the experience (e.g., fees for training).

Non-Discrimination Policies

Elmhurst University is an equal opportunity employer and educator. Each candidate shall be considered on the basis of qualifications, without regard to race, color, sex, religion, national origin, age, disabilities, sexual orientation, or veteran status. All recruiters must comply with the nondiscrimination requirements of the Age Discrimination in Employment Act, Title VII of the Civil Rights Act of 1964, the Americans with Disabilities Act, the Equal Employment Opportunity (EEO) standards, and State of Illinois employment laws.

Professional Conduct

The Weigand Center for Professional Excellence requires that recruiting organizations adhere to and refer to the National Association of Colleges and Employers (NACE) Principles for Professional Conduct for Career Services Employment Professionals.

Third-Party Policy

In accordance with NACE Principles for Professional Conduct for Career Services and Employment Professionals, 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.” Organizations or individuals recruiting services for a fee must post all positions under their own organization or agency name, rather than that of their client.

Examples of Third-Party Recruiters

• Employment Agencies: Entities that list positions for a number of employers and receive payment when a candidate they have referred is hired. The fee for listing a position should be paid by the employer with the opening.
• Search Firms: Entities that contract with a client to find and screen candidates to fill a specific position. The fee for this service is paid by the client employer.
• Contract Recruiter: Organizations that contract with an employer to act as the employer’s agent in the recruiting and employment function.
• Resume Referral Firms: Organizations that collect data on job seekers that is provided to prospective employers.
• Temporary Agencies: 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.

Unique Job Qualifications

Information in the Job Qualifications field of a job posting (e.g., must be over 21, valid driver’s license, CPR, etc.).