Employer Recruiting Guidelines

Two business people shaking hands over a computer

Employer & Recruiting Policy

The Oklahoma Christian University Office of Career Services is here to assist you in your recruitment needs.  Our office affirms the goals of the Principal  of Professional Practice outlined by the National Association of Colleges and Employers (NACE) and only work with employers or third-party recruiters who exhibit principles outlined below:

Employer and Recruiting Policy

Third-Party Recruiters

Third-party recruiters are defined as agencies, organizations, or individuals recruiting candidates for temporary, part-time, or full-time employment opportunities other than for their own needs.

Third-Party Recruiters comply with the NACE Principles for Professional Practice set forth for employer professionals, in addition to:

  • Third-party recruiters attending career fairs will represent employers who have authorized them and will disclose the names of the represented employers to career services upon request
  • Third-party recruiters will not disclose to any employer, including the client employer, any student information without obtaining prior written consent from the student. Under no circumstances can student information be disclosed other than for the original recruiting purposes nor can it be sold or provided to other entities.
  • Release the name of the hiring company to the Career Services staff and use the employer’s job title in the posting.
  • The hiring company is an Equal Opportunity Employer.
  • No fee is charged to the student or applicant.

Internships

CRITERIA FOR AN EXPERIENCE TO BE DEFINED AS AN INTERNSHIP

To ensure that an experience—whether it is a traditional internship or one conducted remotely or virtually—is educational, and thus eligible to be considered a legitimate internship by the NACE definition, all the following criteria must be met: 

  • The experience must be an extension of the classroom: a learning experience that provides for applying the knowledge gained in the classroom. It must not be simply to advance the operations of the employer or be the work that a regular employee would routinely perform.
  • The skills or knowledge learned must be transferable to other employment settings.
  • The experience has a defined beginning and end, and a job description with desired qualifications.
  • There are clearly defined learning objectives/goals related to the professional goals of the student’s academic coursework. 
  • There is supervision by a professional with expertise and educational and/or professional background in the field of the experience.
  • There is routine feedback by the experienced supervisor.  
  • There are resources, equipment, and facilities provided by the host employer that support learning objectives/goals. 

UNPAID INTERNSHIPS

All unpaid internships should follow the criteria set forth above.

Additional Resources

15 Best Practices for Internship Programs

How Much Should You Pay an Intern?

Developing an Internship Program