Posting Position(s) Policy
College Recruiting Principles for Students & Employers
Withdrawal or Denial of Services
Caution Statement for Students
NACE Faculty Guide to Ethical and Legal Standards in Student Hiring
Principles for Professional Practice for Career Services & Employment Professionals
CareerWeb/NaceLink Privacy & Use of Data Policy
Posting Position(s) PolicyThe Office of Career Services posts part-time, seasonal, co-op, internship, and post graduate openings free of charge. Postings are listed for appropriate periods, based on specified application deadlines. All vacancies are listed online using our web-based database system, CareerWeb. We give access to our system to employers who meet our criteria. These employers can also register and pay for our Career Fairs through the system. Please contact Career Services for more information by phone at 912.344.2563, or email email@example.com.
The Office of Career Services will list an opportunity if:
- The employer agrees to abide by the Principles for Professional Conduct for Career Services & Employment Professionals, as established by the National Association of Colleges and Employers. In accordance with the Family Educational Rights and Privacy Act, we release student information only with the written permission of the student and only to the identified employer(s). Re-disclosure of candidate information is strictly prohibited. Student information provided by the Office of Career Services is for the sole use of recruiting for current or anticipated positions at the employer's organization, and is not to be shared outside the organization or used for any other reason.
- The employer is encouraged to provide information on students or alumni hired by simply replying to CareerWeb follow-up emails.
- The employer provides all the necessary information required to post the job vacancy by completing the registration for use of CareerWeb. The Office of Career Services reserves the right to deny any registrations that may seem fraudulent, not credible, unsubstantiated, or otherwise unsuitable to our students and alumni.
- The employer affirms it is an equal opportunity employer, offering employment without regard to race, color, religion, sexual orientation, national origin, age, disability, or citizenship unless legally required, and provides equal opportunity to disabled veterans and veterans of the Vietnam era.
- The work assignment interferes with or negatively affects the academic progress of a student, or requires or encourages a student to discontinue his or her academic program of study.
- The student is required to purchase or rent any type of sales kit or presentation supplies.
- The student is required to pay a non-refundable fee for training or to participate in a work experience.
- The student is assessed any sort of fee for the work placement.
- The job involves on-campus solicitation, posting of materials, or sales of products or services not authorized by the University.
- The job takes place in an individual's place of residence (i.e. childcare, lawn maintenance, general house work, etc.)
Third-Party RecruitersThird-party recruiters are defined as agencies, organizations, or individuals who recruit candidates for temporary, part-time or full-time employment opportunities other than for their own needs. This includes entities that refer or recruit for profit or not-for-profit, and includes agencies that collect student information to be disclosed to employers for purposes of recruitment and employment.
Third-party recruiters include, but are not limited to, the following entities regardless of the fee structure used by the entity to charge for services:
- Employment Agencies - Organizations that list positions for a number of client organizations (employers) and receive payment when a referred candidate is hired. The fee for listing a position is paid either by the firm listing the opening (fee paid) or by the candidate who is hired.
- Search Firms - Organizations that contract with clients (employers) to find and screen qualified persons to fill specific positions. The fees for this service are paid by the clients (employers).
- Contract Recruiters - Individuals who contract with an employer to act as the employer's agent in the recruiting and employment function.
- Resume Referral Firms - Organizations that collect information about job seekers, which is sent to prospective employers. Fees exist for the employer, job seeker, or both.
- Temporary Agencies - Organizations that are contracted 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. In most cases temporary agencies, staffing services, outsourcing contractors, or leasing firms will be treated as employers. However, should these firms actually be retained to recruit individuals to be employees of another organization, then the third-party professional conduct principles shall apply.
College Recruiting Principles for Students & EmployersThe Office of Career Services is a member of the National Association of Colleges and Employers (NACE), Southern and Eastern Association of Colleges and Employers (SoACE), and the University System Committee on Career Services and Cooperative Education (USC-CACE). In accordance with our obligation to maintain the standards of membership of these organizations and uphold our responsibilities, the Career Center expects students and employers to adhere to the following principles of college recruiting:
- Both written and oral material presented by students should be an honest statement of relevant data.
- Students should recognize that they represent both themselves and the University in interviews. Professional conduct is expected in all interactions with employers.
- Students must provide accurate information regarding their qualifications, comply with all recruiting policies, and honor all interviewing commitments.
- An invitation to visit an employer's premises should be acknowledged promptly and be accepted only when the student is sincerely interested in that employer.
- Reimbursement for visits at an employer's expense should be requested only for reasonable and legitimate expenditures incurred in the recruitment process. If other employers are visited on the same trip, the cost should be pro-rated.
- Employers should strive to notify students of acceptance or rejection decisions within the agreed-upon time frame. As soon as possible, such notification should be made to the student in writing.
- An employer's deadline for acceptance of an offer should be met, unless the employer has granted an extension.
- Employers will refrain from any practice that improperly influences or affects job acceptances. Such practices may include undue time pressure for acceptance of an offer of employment and encouragement of revocation of another employment offer.
- Acceptance of an offer of employment should be made in good faith and with the sincere intention of honoring the commitment. Therefore, students should withdraw from the recruiting process after accepting an offer of employment.
- Employers should take affirmative steps to build a diverse applicant pool.
Withdrawal or Denial of ServicesThe Office of Career Services strives to provide quality educational employment opportunities to students. Therefore, employers or agencies that violate any of the above policies or have been judged by a court of law in the United States to be engaged in illegal activities are prohibited from using the Office of Career Services.
Armstrong Atlantic State University is committed to equal educational and employment opportunity for all and does not discriminate in admission or access to, or treatment or employment in, its programs and activities on the basis of race, sex, sexual orientation, color, national origin, ancestry, religion, age, marital status, disability, or status as a Special Disabled or Vietnam-era veteran.
Caution Statement for StudentsArmstrong makes no representations or guarantees about positions listed by the Office of Career Services. Armstrong is not responsible for safety, wages, working conditions or other aspects of off-campus employment. It is the responsibility of the job seeker to research the integrity of the organization to which he/she is applying. The student is advised to use caution and common sense when applying for a position with an organization or private party. The job seeker should not go alone to a residential address to apply for a position. Do not put yourself in a vulnerable situation. Even the best opportunity is not worth jeopardizing your personal safety.
Students, please be aware of fraudulent job postings. We will do our best to delete sketchy postings before you ever see them, but some may slip past us. Visit the website of the employer to check them out before you provide them with any personal information.
How to spot a scam:
- You must give your credit card or bank account numbers, or copies of personal documents - but you get nothing in writing.
- You must send payment by wire service or courier.
- You are offered a large payment or reward in exchange for allowing the use of your bank account - often for depositing checks or transferring money.
- You receive an unexpectedly large check.