Recruiting Policies for Employers and their Representatives
The Jackson School of Geosciences Career Center is a member of the National Association of Colleges and Employers (NACE). We follow NACE Principles as well as NACE guidelines for making reasonable job offers to students. Employers and their representatives are responsible for reading and complying with our basic recruiting principles for recruiting at the Jackson School of Geosciences, The University of Texas at Austin.
Employers may not improperly influence job acceptances by students with unrealistic expectations. For example, an employer should not inform a student to accept their offer within a time period that is less than three weeks since their on-campus interview. Our recruiting season occurs over a one-month period where we host as many companies as possible. Most students will have interviews that span about 3-weeks, hence we prefer that they are not pressured to accept any position before they interview with all companies that accept them. We prefer that employers give students time to interview with other companies that come on campus during the fall semester. An employer may not encourage any student to revoke another offer in lieu of their offer. We encourage employers to communicate decisions to candidates within a reasonable time frame.
We ask that employment professionals provide accurate information on their organization and employment opportunities. If conditions change after an offer has been made and accepted, but the employing organization must revoke its commitment, we ask that the employing organization pursue a course of action for the affected candidate that is fair and equitable.
Employment professionals should follow equal employment opportunity (EEO) compliance and affirmative action principles in recruiting activities such as:
• Recruiting, interviewing, and hiring individuals without regard to race, color, national origin, religion, age, gender, sexual orientation, veteran status, or disability, and providing reasonable accommodations upon request;
• Reviewing selection criteria for adverse impact based upon the student’s race, color, national origin, religion, age, gender, sexual orientation, veteran status, or disability
• Avoiding questions that are considered unacceptable by EEO guidelines for fair employment practices during the recruiting process;
• Developing a sensitivity to, and awareness of, cultural differences and the diversity of the workforce;
• Informing campus constituencies of special activities that have been developed to achieve the employer’s affirmative action goals;
• Investigating complaints forwarded by the career services office regarding EEO noncompliance and seeking resolution of such complaints
Employers are encouraged to maintain the confidentiality of all student information and are asked to honor scheduling arrangements and recruitment commitments. Please note that alcohol should not be part of the recruitment process on or off campus. This includes receptions, dinners, company tours, etc.
Equal Opportunity Policy
The Office for Inclusion and Equity advances a diverse, equitable, and supportive campus culture through our commitment to fulfilling the spirit of equal opportunity laws and policies, as well as building awareness within the university community. The office has been designated to handle inquiries regarding non-discrimination policies: