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Employers

Looking to hire Penn State engineering students or recent graduates?  Join thousands of other employers who have worked with us to find the right people for their recruiting needs!

Recruiting and Employment Guidelines

We maintain the following guidelines and policies, which are adapted from the National Association for Colleges and Employers (NACE) Principles for Professional Conduct for Career Services & Employment Professionals.

Equal Employment Opportunities

If you are recruiting at Penn State, you will be expected to maintain Equal Employment Opportunity (EEO) compliance and follow affirmative action principles in recruitment activities. You should consider all interested students for employment opportunities without regard to race, color, national origin, religion, age, gender, sexual orientation, or disability, and provide reasonable accommodations upon request.

We will:

  • Notify you of any selection procedures that appear to have an adverse impact based upon students' race, color, national origin, religion, age, gender, sexual orientation, or disability
  • Help you access specific groups of students on campus to provide a more inclusive applicant pool
  • Respond to complaints of EEO noncompliance, working with you to resolve such complaints and, if necessary, referring such complaints to the appropriate campus department or agency

Testing Policies

Anyone engaged in administering, evaluating, and interpreting assessment tools, tests, and technology used in selection must be trained and qualified to do so. You must advise our office of any test being conducted on campus by your company or organization and eliminate such a test if it violates campus policies.

You must advise students in a timely fashion of the type and purpose of any test that they will be required to take as part of the recruitment process and let them know to whom the test results will be disclosed.

Extending Offers

You must supply accurate information about your organization, employment opportunities, and compensation packages when extending offers. Employers are responsible for information supplied and commitments made by their representatives.

We do not have specific restrictions on when you may extend offers. However, we request that you communicate decisions to candidates within a reasonable timeframe and communicate that timeframe in advance.

You should provide candidates at least one week for to consider offers and refrain from pressuring them to accept the offers or to renege on acceptance of other offers.

If conditions change and you must rescind a job offer, you should pursue a course of action for the affected candidate(s) that is fair and equitable, including—but not limited to—financial assistance for costs already incurred and outplacement services.

Third-Party Recruiters

Organizations providing recruiting services for a fee must inform us of the specific employer they represent and the specific jobs for which they are recruiting, and will permit verification of the information.

When deemed necessary, third-party recruiters will disclose information upon request that would enable our staff to verify that the third-party recruiters are recruiting for a bona fide job opportunity. Information must include contact information for the organization for which the third party is providing recruiting services. Our staff must respect the confidentiality of this information and may not publish it in any manner. Any disclosure of student information outside of the third-party recruiting organization and the company it is representing must be with the prior consent of the student.

Third-party recruiters who charge fees to students will not be permitted access to the eCareer system.

Restrictions on Recruiting Activities

You must meet the following conditions in order to avoid restrictions on access to engineering recruiting activities:

  • You must not improperly influence and/or affect job acceptances. Such practices may include placing undue time pressure on students to accept employment offers or encouraging them to renege on other offers.
  • You must supply accurate information about your organization, employment opportunities, compensation packages, and typical earnings and performance statistics. Employers are responsible for information supplied and commitments made by their representatives. If unexpected conditions require you to rescind an offer, you must pursue a course of action for the affected candidate that is fair and equitable.
  • You must provide us with appropriate business contact information and must clearly display the identity of your company or organization at all recruiting events and activities.
  • If you require a financial investment on the part of students to participate in an internship or entry-level position (e.g., the purchase of a demonstration package or payment for a required training program), you will do so only if:
    • Students have the opportunity to rent necessary equipment/materials;
    • Students are fully informed about the amounts and specific uses of required fees, as well as whether or not a reimbursement policy exists.
    • If you are recruiting students for the purpose of selling your products/services to other students, staff, faculty, or others on campus, you must pursue potential partnerships with student clubs or organizations. We do not get involved in the promotion of such opportunities (refer to Penn State Policy AD27 for further information). 
    • You are prohibited from serving alcohol as part of the recruiting process.
    • You will maintain EEO compliance and follow affirmative action principles in recruiting activities. Appropriate recruiting activities include the following:
      • Recruiting, interviewing, and hiring individuals without regard to race, color, national origin, religion, age, gender, sexual orientation, or disability, and providing reasonable accommodations upon request;
      • Reviewing selection criteria for adverse impact based upon students' race, color, national origin, religion, age, gender, sexual orientation, or disability;
      • Avoiding use of inquiries that are considered unacceptable by EEO standards during the recruiting process;
      • Investigating complaints forwarded by us regarding EEO noncompliance and seeking resolution of such complaints.
      • You will maintain the confidentiality of student information, regardless of the source, including personal knowledge, written records/reports, and computer databases. There will be no disclosure of student information to other employers without the prior written consent of the student, unless necessitated by health and/or safety considerations.
      • If you are engaged in administering, evaluating, and/or interpreting assessment tools, tests, and/or technology, you will inform us of these tests and ensure that they do not violate campus policies.

Expectations of Employers

Prior to the Work Experience

  • If your company or organization requires the student to be registered for internship or co-op credit, let him or her know as soon as possible.
  • Provide the student with any basic information that he or she will need on the first day at work, including what to expect, work start and end times, appropriate dress, and any documentation that is required on the first day.
  • Offer the student assistance in locating appropriate housing near the work site.

During the Work Experience

  • On the first day, provide a tour of the office or facility, a meet-and-greet with other members of the team, and an orientation program or materials to ensure that the student is fully informed about your organization's policies, procedures, and expectations as related to benefits, holidays, safety requirements, etc.
  • During the first two weeks, give the student a project summary and explain how the assignment relates to learning objectives.
  • Meet with the student at regular pre-determined intervals throughout the work experience to discuss progress.
  • Ensure that the student has continuous oversight and support, whether that is from you or from an alternate supervisor during any of your absences.
  • If the student is seeking credit for the co-op or internship:  Since most engineering students choose to receive academic credit for internship or co-op experiences, especially during the fall and spring semesters, it’s important that they have meaningful assignments that are related to their field of study and that enhance their engineering education.
    • Around the midpoint of the work experience, you will be notified by email that it’s time to complete the Mid-Semester Supervisor Evaluation Form (select Mid-Semester Evaluation, semester/year, unique ID, and password, then choose Submit). This evaluation offers your first formal opportunity to give the student constructive feedback that can shape the rest of his or her internship or co-op experience. Meet with the student prior to completing the evaluation and review it with the student once completed.
    • At the end of the work experience, you will be notified by email that it’s time to complete the Final Supervisor Evaluation Form (select Final Evaluation, semester/year, unique ID, and password, then choose Submit). Prior to completing this evaluation, meet with the student to discuss his or her performance in the position, what he or she could improve in a future work assignment, how well he or she met his or her own goals and those of the company or organization. Be sure to observe the due date for this form.
    • Sign off on the student's End-of-Semester Report, which summarizes his or her internship experience or co-op rotation. Confirm that the report does not contain any proprietary information. The report will then be reviewed and graded by faculty or staff in the College of Engineering.

If for any reason you need to lay off or terminate a Penn State student before the end of a semester experience, please contact us prior to doing so.

 
 

Engineering Career Resources & Employer Relations

College of Engineering

117 Hammond Building

The Pennsylvania State University

University Park, PA 16802-4710

Phone: 814-863-1032