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 will not improperly influence or try to influence any job acceptances by students. For example, an employer may not pressure a student to accept their offer within a time period of less than three weeks. 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 agreed-upon 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.
Employers or their representatives will not expect or seek special treatment that would influence the recruitment process as a result of support, or the level of support, to the educational institution or career services office in the form of contributed services, gifts, or other financial support.
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 work force;
• 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.
The University of Texas Equal Opportunity Policy
The University of Texas at Austin and the Jackson School of Geosciences are committed to an educational and working environment that provides equal opportunity to all members of the University community. In accordance with federal and state law, the University prohibits unlawful discrimination, including harassment, on the basis of race, color, religion, national origin, gender, including sexual harassment, age, disability, citizenship, and veteran status. Discrimination on the basis of sexual orientation, gender identity, or gender expression is also prohibited pursuant to University policy.
The following person has been designated to handle inquiries regarding the non-discrimination policies, including but not limited to serving as the University’s Title VI/IX/ADA/ADAAA and 504 Coordinator.
Katherine Antwi Green
Assistant Vice President, Office of Institutional Equity
North Office Building A, Suite 4.302