Career Services

Recruiting Policies and Guidelines

Recruiting Policies and Guidelines

Our highest priority is ensuring that both students and employers enjoy an equitable and successful recruiting environment. As such, we hold both parties, to the highest ethical standards. Behavior by any participant, employer or student, found to be illegal or not appropriate, will result in an immediate, temporary or permanent, ban from any or all of our services. Additionally, we reserve the right to refuse service if an organization has any unresolved investigations, complaints filed with the Better Business Bureau or for any egregious behavior as determined by Career Services and our campus community. These penalties, which include the removal of job postings, can be invoked at any time, with or without explanation. Our guidelines for defining illegal and inappropriate behavior are; the Federal Equal Employment Opportunity (EEO) Guidelines, the National Association of Colleges and Employers (NACE) Principles for Employment Professionals, the postings and policies on this page, and, always, common sense. Questions regarding our policies and guidelines can be directed to and will be addressed in 2 to 3 business days.


Confidentiality Policy:

All materials received from our students (letters, resumes, transcripts, via email or hard copy), should be shared only with those persons at your firm involved in the hiring process. Please do not forward emails from students to others inside or outside your organization. Forwarding these messages not only causes embarrassment for applicants; it also creates a negative impression of your organization.  Any information acquired from profiles and/or resumes may not be re-disclosed to any other employer, or third party, and other individuals within an organization except for employment purposes. For more information visit the U. S. Department of Education web site at to learn more about the Family Educational Rights & Privacy Act (FERPA).

Employer Account Requests:

Basic Requirements include:

  • An email address associated with your employer/organization website domain (no Gmail, Yahoo, Hotmail, etc). Individual contact names and email addresses should match whenever appropriate.
  • A functioning website that clearly relates to your employer/organization and contains helpful information about your company for the potential applicant; website should not be in a pre-launch/beta phase nor contain "coming soon" language. Social media websites (Facebook pages, blogs, Twitter feeds, etc.) should not take the place of a company website.
  • An employer/organization address that is easily identifiable as a place of business. Addresses should not be a contact's personal residence.
  • An employer / organization phone number. Phone number should not be a cell #.


Position Posting Requests

The following types of positions are not accepted for posting on Handshake:

  • Unpaid, stipend, commission/quota-based campus marketing,or canvasser/brand ambassador (door to door sales) internships or part-time positions
  • Application processes that ask students to use their social media profiles or release information associated with their social media profiles (i.e. number of followers/friends)
  • In-home/private/independent childcare, nanny, or tutoring
  • 1099 independent contractor positions, other than those for full-time degreed employment
  • Positions or programs that charge a fee for participation
  • Employment outside the United States posted by a third-party

Very limited exceptions apply to these position types. Positions may be denied for additional reasons deemed appropriate by career services staff.

To post locally  for free, please visit Handshake, click on “for employers,” and then select the gray tab that says “Register and Post Local Job (FREE).”  You will be then asked to provide information for the company profile and crate the job posting, where you can list how to apply, the qualifications, etc.

 Third Party Recruiters - Guidelines for Posting:

Third party recruiters are able to post positions on Handshake, but they must specify that they are recruiting for another company, as well as disclose the company's name to the Career Services staff. The company's information does not have to be shown on the job posting, but Career Services must be informed of the employer’s name. Career Services will not disclose this information. These could include Employment Agencies/Search Firms/Staffing Services/Temp Agencies/On Line Job Board Services/Contract Recruiters, etc. - a.k.a., "Third Party Recruiters".  For the definition of a Third Party Recruiter, please see the NACE Principles for Professional Conduct, Principles for Third Party Recruiters:


Career Services may choose to advise students to approach with caution third-party recruiters who charge a fee. Staff members are encouraged to make available to students the NACE publication: A Student's Guide to Interviewing with Third-Party Recruiters


Network Marketing Companies:

Network Marketing Companies are not eligible to participate in career fairs, campus interviewing, résumé referrals, Handshake, employer presentations, and/or sponsorships for programs and campus activities.


Career Services considers organizations that engage in the following to be Network Marketing Companies:

• Sponsoring an individual to set up his/her own business for the purpose of selling products or services and/or recruiting other individuals to set up their own business.  

• Requiring an initial investment from this individual, with the organization itself serving as an umbrella or parent corporation. The initial investment may be direct payment of a fixed fee, payment to attend an orientation or training session, and/or purchase of a starter kit.

• Compensation is often in the form of straight commission, fees from others under their sponsorship in the organization, and/or a percentage of sales generated by others.

Babysitting or Other 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 (house, apartment, condo, etc.).


Offer Policy:
We encourage all employers to provide a reasonable time frame for students to consider all job and internship opportunities and offers. Please note that Career Services explicitly prohibits any practice that improperly influences or pressures students to accept offers earlier than the timeframes. This includes the use of bonuses, the ability to choose a particular department, and exploding offers to induce early acceptances.

Non-Discrimination Policy Statement:

Indiana University Purdue University Fort Wayne values diversity and seeks talented students, faculty and staff from diverse backgrounds. We do not discriminate on the basis of race, sex, sexual orientation, gender identity, religion, color, national or ethnic origin, age, disability, or status as a Vietnam Era Veteran or disabled veteran in the administration of educational policies, programs or activities; admissions policies; scholarship and loan awards; athletic, or other University administered programs or employment. Therefore, Career Services will make its facilities and services available only to recruiting organizations whose practices are consistent with this policy.

Selection by Citizenship or National Origin:

The privilege to educate 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 a number of categories of persons authorized to work. It is prohibited to ask to 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. For detailed information about Pre-Employment Inquiries and Citizenship, visit:


Alcohol and Recruiting Policy:

We know that you are anxious to host students in as gracious a manner as possible during the recruiting process, but please do not serve alcoholic beverages. Serving alcohol to underage individuals is against the law in Indiana, and in other states. While it is not illegal to serve alcohol to those 21 or over, it puts all students in an uncomfortable position, as they may feel pressured to drink whether they want to or not. By serving alcohol, you are giving the impression that drinking is a requisite part of the work environment at your organization. Students who, for personal or religious reasons, do not drink may be dissuaded from accepting employment with your firm. Furthermore, please do not hold recruiting events in bars or clubs. These requests are in keeping with University policies, and the policies of the National Association of Colleges and Employers.