Employer policies

The Missouri State University Career Center adheres to the NACE Principles for Professional Conduct for Career Services and Employment Professionals and expects employers to do the same. These principles are available on the National Association of Colleges and Employers website.

Employers are expected to maintain a positive, collaborative working relationship with the Career Center staff. That includes cooperation with university policies and procedures, meeting necessary deadlines to ensure smooth operation of on-campus interview visits, providing the job and company information and data requested, providing hire data as requested, complying with the legal obligations of recruiters, and maintaining the confidentiality of student date as outlined in the Family Educational Rights and Privacy Act (FERPA). Employers who violate FERPA regulations will lose access to Career Center services for five years, as stated in the regulations.


Service guidelines

  1. The Career Center reserves the right to refuse service to any employer who violates the NACE Principles for Employment Professionals or any Career Center policy.
  2. The Career Center works with Third Parties only under limited circumstances. Third-party recruiters will abide by the Principles for Third-Party Recruiters as described in the NACE Principles for Professional Practice and as stated below.
  3. Third-party recruiters will disclose information as follows:

      1. Third-party recruiters will disclose to students the name(s) of the client, or clients, that the third-party recruiter is representing and to whom the students' credentials will be disclosed.
      2. Third-party recruiters will disclose information upon request to career services that would enable career services to verify that it is recruiting for a bona fide job opportunity. Information should include contact information for the organization for which the third party is providing recruiting services. The Career Center will respect the confidentiality of this information and will not publish it in any manner.
      3. 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 for other than the original recruiting purposes nor can it be sold or provided to other entities. Online job posting and resume referral services must prominently display their privacy policies on their web sites, specifying who will have access to student information.
      4. Third-party recruiters attending career fairs will represent employers who have authorized them and will disclose to career services the names of the represented employers.
  4. The Career Center reserves the right to refuse service to any employer if a review of the specific opportunity or nature/status of the company suggests that it is inappropriate for our service population; if students are injured or exposed to unsafe working conditions; if the employer discriminates; or if the Career Center receives student complaints about discrimination, harassment, threats, unsafe working conditions, or any other questionable circumstance.
  5. Employers without a website will be evaluated on a case-by-case basis. The Career Center reserves the right to not serve the employer until the website is operational.
  6. The Career Center will not provide service to any employer requiring upfront payment of any kind or the purchase of products or equipment/tools (with the exception of safety equipment such as steel-toed boots).
  7. The Career Center does not recommend or select candidates for employers.
  8. An employer account provides a limited, terminable right to access and use the Career Center job search site only for internal business use to seek candidates for employment and scheduling interviews.

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Job postings

  1. Job postings must be actual, current openings for internships, cooperative education assignments, and/or traditional, W-2 or 1099 full- or part-time employees.
  2. Job postings or e-mails must contain sufficient detail to convey clearly to the user the nature and basic requirements of the job opportunity.
  3. The Career Center will review the employer's website and each job description (whether a job listing or for an on-campus interview) for appropriateness.
  4. Job postings or e-mail communications may not contain anything that is sexually explicit, obscene, libelous, defamatory, threatening, harassing, abusive, or hateful; or anything that is embarrassing or offensive to another person or entity.
  5. Job posting or e-mail may not be used to: post advertisements or solicitations for employment in the pornography industry; the gambling industry, or post pyramid schemes.
  6. Job postings or e-mail may not post false, inaccurate, or misleading information.

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Résumé access

  1. The Career Center will not give account access or forward résumés to home-based businesses.
  2. The Career Center will not send résumés to personal e-mail accounts. Exceptions may be made on a case by case basis.
  3. The Career Center will not send résumés or give any employer passwords to corporate "student ambassadors" or "student campus recruiters". It is a violation of professional standards to provide a student's résumé to a fellow student for review and decision-making.
  4. The Career Center will not send résumés to Third Party Recruiters.
  5. The Career Center reserves the right to not allow employers "résumé access" if the employer uses the résumé data inappropriately or abuses this service. The Career Center will evaluate and act accordingly to student/alumni complaints about employers.

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On-campus contact tables

  1. Employers interested in setting up a table in the Plaster Student Union or other buildings on campus must reserve the table through the Career Center and must adhere to the campus/building guidelines for visitors/vendors.
  2. The tables must be located in designated areas only, and the Career Center will not allow employers to leave their table to solicit to students who have not shown an interest in their organization. If the Career Center learns from other campus departments that an employer is soliciting and harassing students while visiting campus, the employer will not be allowed to visit campus again—even if there has been a change in recruiters for that organization.

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On-campus recruiting/interview scheduling

  1. Cancellations: Employers who cancel interview schedules once the student sign-up window has opened are responsible for e-mailing students who were invited to interview to inform them of the cancellation.
  2. Space available: During peak periods, the Career Center may limit the number of interview rooms available for a given employer. Employers with a history of reserving more schedules than they can fill may be limited to one more room than was filled in the prior year.
  3. Extra space—"room only": If you will need additional space for tests or administrative purposes, please request a "room only" at the time you request interview space, as same-day requests usually cannot be accommodated.
  4. Missed deadlines: The Career Center will make repeated efforts to contact employers who miss on-campus recruiting deadlines. However, should the employer fail to acknowledge reminder calls or e-mails, the Career Center reserves the right to determine whether to change the schedule from pre-select to qualified open or to cancel the interview schedule.
  5. Schedule timing: Employers should consider travel implications before interview schedules are finalized - or at least before student sign-up begins - to minimize conflicts on the interview date. Please not that all interviews (and tests) should be planned to conclude by the close of business at 5:00 pm.

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  1. The Career Center discourages employers from requesting that students provide official transcripts at an initial interview. Employers who simply want to see courses completed can do so by requesting "unofficial" transcripts (degree audit or "advising report").

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Student privacy issues

  1. Photos or videos should not be used as part of the selection process. Exceptions will be made for use of video conference facilities on campus for employers who are unable to conduct on-campus interview.
  2. Social security numbers should not be utilized during the hiring process.

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Legal notes

  1. The Family Education Rights and Privacy Act (FERPA) requires signed written consent from a student prior to the disclosure of personally identifiable information from education records by an educational institution. All students registered as job seekers with the Career Center are required to sign a consent so this office can legally provide their information to potential employers.
  2. Employer should know that re-disclosure of student information is prohibited. In other words, employers who receive students' résumés and educational information may use it only for the original purpose for which disclosure was granted. Thus, employers may not transmit (or re-disclose) student information to any other employer or third party, nor to others within the employing organization for any purpose other than the employment process. If an organization improperly re-discloses student records, federal law prohibits that party from obtaining student records for a period of at least five (5) years.

Please be sure to read the Disclaimer Statement prior to using JobTracks.

The Missouri State University Career Center is committed to equal employer opportunity for all persons and provides services to our students and employers on a nondiscriminatory basis. We expect all employers to comply with U.S. and Missouri employment laws and we recommend including an EEO statement with all job descriptions.