NACE PRINCIPLES FOR PROFESSIONAL PRACTICE
As a member of the National Association of Colleges and
Employers, the Rice Center for Career Development adheres to the NACE Principles and
expects our employers and faculty members to do the same as we strive to best
serve Rice students and alumni.
JOB, INTERNSHIP, AND ON-CAMPUS INTERVIEWING POSTINGS
All position postings and
requests for on-campus interviews or presentations are reviewed and approved by
the Center for Career Development (CCD). Organizations offering part- or
full-time employment that requires any up-front costs to students in order to
work, i.e. membership fees; startup fees; fees for lessons; portfolios or
placement fees; or the purchase of tools, samples or sales kits will not be
allowed to recruit at the Rice University CCD.
The Center for Career Development may review job descriptions posted by
any employer for appropriateness and content, and reserves the right to remove
any job postings and descriptions without notice or explanation to the
All cancellations of information
sessions must be completed in writing to firstname.lastname@example.org,
three business days in advance of the scheduled event in order to
receive a refund. All cancellations or changes to interview schedules in Huff
House must be communicated directly to your interviewees, and in writing to email@example.com.
The Center for Career
Development (CCD) adheres to the National Association of Colleges and Employers
(NACE) policy on recruiting that requires all recruiting activity (including
all presentations, interview sessions, and employer-sponsored events on- or off-campus)
to be alcohol-free.
The CCD makes its interviewing
facilities and position-listing services available to employers who do not
unlawfully discriminate in the selection of candidates on the basis of national
origin, race, religion, gender, sexual orientation, age, disability, or any
other basis prohibited by applicable law. Any employer who makes use of
University facilities or services must agree to abide by this policy and, if
interviewing students, to talk in good faith with students who have been
selected for an interview and to refrain from questioning students regarding
the above protected classifications.
We recognize that employers have
certain constraints in the flexibility they have to accommodate student needs,
but we ask employers to refrain from presenting exploding offers, which exert
undue pressure on students by making offers with unreasonable time limits (less
than two weeks) or time-sensitive penalties. Please allow students the time
necessary to make responsible and well-informed decisions about employment
NACE Offer Policy Guidelines
THIRD PARTY RECRUITING
Campus interviews should be
directly scheduled and conducted by the organization's employees, rather than
by third-party representatives. In cases where third-party representatives are
allowed to interview, they must disclose the client(s) they are representing,
the type of position, and to whom the student's credentials will be disclosed.
The CCD will be permitted to verify this information by contacting the named
client(s) to ensure compliance with NACE and Rice University policies. The CCD
reserves the right to prohibit third-party recruiting.
The third-party representative
will conduct recruiting at Rice under the name of the hiring organization.
Under no circumstances can student information be disclosed for any reason
other than recruiting purposes with the designated client(s), nor can it be
sold or distributed to other entities. Third-party recruiters coming to the
Rice campus will represent only one firm during an interview schedule,
presentation, or at a booth during a fair or other CCD activity.
SELECTION BY CITIZENSHIP OR NATIONAL ORIGIN
Because Rice has the privilege
to educate outstanding individuals of varying backgrounds, 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 do so. 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. If you have
questions regarding this policy, please contact the CCD.