The Missouri State University Career Center adheres to the NACE Principles for Ethical Professional Practice and expects employers to do the same. These principles are available on the National Association of Colleges and Employers website.
Missouri State University’s Career Center works closely with employers to maintain a positive, collaborative working relationship to help them meet hiring needs. Services offered include posting jobs or internship opportunities, participating in career events, career fairs, on-campus interviews, advertising in The Standard, host career events, Career Center social media sites, career fair apps, and connecting with students in campus organizations. Employers are invited to connect with Missouri State University Career Center through Handshake.
Missouri State University’s Career Center has outlined policies and procedures for employer to ensure that there is a mutual understanding of expectations with job postings, services offered to employers and 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 data as outlined in the Family Educational Rights and Privacy Act (FERPA).
Employers are expected to abide by the Equal Employment Opportunity guidelines, and the National Association of Colleges and Employers Principles for Ethical Professional Practice.
- Service guidelines
- Job postings
- Compensation and fees
- Résumé access
- On-campus recruiting / interview scheduling
- Student privacy issues
- Exceptions to policies and guidelines
- Missouri State University non-discrimination policy
- Legal notes
- The Career Center invites employers to promote jobs or internship opportunities through the Career Center’s online job board, Handshake.
- The Career Center reserves the right to refuse service to any employer who violates the National Association of Colleges and Employers Principles of Ethical Professional Practice or any Career Center policy. Lack of important information from the employer will result in declining employer approval and job approval requests; especially when requested multiple times by the Career Center.
- The Career Center works with Third Party Recruiters and allows Third Party Recruiters access to Handshake and post jobs under limited circumstances. Third-party recruiters will abide by our Third-Party Recruiters Guidelines as described below:
- Identify themselves as a third-party recruiter on their employer profile and all job announcements (Must specifically state their Third Party Recruiter status on their contact profile in Handshake).
- Charge no fees to the candidate.
- Identify, upon request, the name of the actual employer they represent and permit verification of this information (job postings, career fair recruitment, etc.)
- Provide a position description for valid openings.
- Operate in accordance with the Family Educational Rights and Privacy Act. Release candidate information provided by the University exclusively and only to the identified employer; assuming the student has provided permission to disclose their information. Re-disclosure of candidate information is not permitted.
Note: The Career Center will respect the confidentiality of the actual employer information and will not publish it in any manner.
- 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.
- Employers without a website will be evaluated on a case-by-case basis; however, preference will be given to an employer website that seems transparent and easy for students/alumni to connect with the employer by easily locating career opportunities and viewing team members of the organization. The Career Center reserves the right to not serve the employer until the website is operational.
- 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).
- The Career Center does not recommend or select candidates for employers. Faculty and staff of Missouri State University will not recommend nor select candidates for the employer either. This does not comply with equal employment opportunity guidelines.
- 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.
- Job postings must be actual, current openings for internships, cooperative education assignments, and/or traditional, W-2 or 1099 full- or part-time employees.
- Job postings or e-mails must contain sufficient detail to convey clearly to the user the nature and basic requirements of the job opportunity.
- 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.
- 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.
- Job posting or e-mail may not be used to post advertisements or solicitations for employment requiring personal information at the time of application (such as bank and social security numbers); misrepresentation, whether defined by dishonest information or absence of information; fraud; harassment of Missouri State University students, alumni or staff; breach of confidentiality as required by FERPA; failure to adhere to Career Center employer guidelines; any violation of Missouri State University rules and regulations; any violation of local, state or federal laws.
- Missouri State University Career Center will not accept companies or positions involved with the use, production, testing, or distribution of recreational or medical marijuana.
- In the event that a Missouri State University student experiences any harassment or actual or potential harm at the workplace during an internship or job, the employer’s recruiting privileges will be suspended pending a resolution of the situation that is satisfactory to university and the Missouri State University Career Center.
As defined by the National Association of Colleges and Employers (NACE), an internship is a form of experiential learning that integrates knowledge and theory learned in the classroom with practical application and skills development in a professional setting. Internships give students the opportunity to gain valuable applied experience and make connections in professional fields they are considering for career paths, while giving employers the opportunity to guide and evaluate talent. Internships are learning-based opportunities that assist with career skill development and include a training component. Internship positions can be part-time or full-time, and paid or unpaid.
The legal considerations are addressed through six criteria for unpaid interns for the service they provide to “for-profit” private sector employers articulated in the Fair Labor Standards Act (see FLSA Fact Sheet #71). If the six criteria are met, the Department of Labor (DOL) considers there to be no employment relationship. The six criteria established by the DOL are:
- The internship, even though it includes actual operation of the employer’s facilities, is similar to training that would be given in a vocational school.
- The internship experience is for the benefit of the student.
- The intern does not displace regular employees, but works under the close observation of a regular employee.
- The employer provides the training and derives no immediate advantage from the activities of the intern. Occasionally, the operations may actually be impeded.
- The intern is not necessarily entitled to a job at the conclusion of the internship.
- The employer and the intern understand that the intern is not entitled to wages for the time in the internship.
- Employers offering paid positions must pay at least the Missouri State minimum wage or the applicable local minimum wage if higher (calculated over any time scale such as hourly, weekly, semi-monthly, monthly or annually).
- Cryptocurrency, bitcoin, tokens, fiat or equity are not acceptable forms of payment.
- Organizations only offering stipend, unpaid or volunteer positions must meet the organizational definitions and requirements that allow them to do so legally, and they must clearly state the pay status when posting their opportunities on Handshake.
- Commission Sales Positions: If no initial base salary is provided, the form of remuneration should be clearly stated in the employer's job descriptions and at the time of the initial interviews.
- Recruitment for positions requiring monetary outlay by candidates for equipment and training is strongly discouraged and potentially unlawful. Students and recent graduates will be reluctant to apply for such positions. This includes fees for certain federal and state licensing requirements, e.g., real estate, securities, etc. If fees are involved, this information must be explicitly included in the position description.
- Postings that request donations, application fees, or investments cannot be listed on Handshake.
The Career Center reserves the right to remove job listings on Handshake or decline further service to those employers who do not abide by these compensation/fee guidelines.
- The Career Center will not give account access or forward résumés to home-based businesses.
- The Career Center will not send résumés to personal e-mail accounts. Exceptions may be made on a case by case basis.
- 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.
- The Career Center will not send résumés to Third Party Recruiters.
- 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.
- Employers interested in setting up a table in the Plaster Student Union or academic buildings on campus must reserve the table through the Career Center using the Handshake recruiting database. The employer must adhere to the campus/building guidelines for visitors/vendors.
- 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.
- Cancellations: Employers that cancel interview schedules once the student sign-up window has opened are responsible for contacting students who were invited to interview to inform them of the cancellation.
- 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 will be limited to one more room than was filled in the prior year.
- 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 often can‘t be accommodated.
- Missed deadlines: 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.
- 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. The Career Center will gladly accommodate employers’ schedule preferences when stated in advance. Please note that all interviews (and tests) should be planned to start no earlier than 8:30 a.m. conclude by close of business at 5 p.m.
- Intern housing: Co-op and intern employers should clearly specify the nature of any housing or relocation assistance in their interview information and company profile.
- 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 those employers unable to conduct on-campus interviews.
- Social security numbers should not be used during the hiring process.
The Career Center reserves the right to make exceptions to these policies and guidelines as warranted by special circumstances, i.e., in certain situations deemed to be acceptable and beneficial to our students, the Career Center, the University, or recruiters using our services. Such exceptions will be considered on a case-by-case basis. Any exception made does not constitute a change in policy, nor is there a guarantee that this same decision will apply in the future.
Missouri State University is a community of people with respect for diversity. The University emphasizes the dignity and equality common to all persons and adheres to a strict non-discrimination policy regarding the treatment of individual faculty, staff, and students. In accord with federal law and applicable Missouri statutes, the University does not discriminate on the basis of race, color, national origin (including ancestry, or any other subcategory of national origin recognized by applicable law), religion, sex (including marital status, family status, pregnancy, sexual orientation, gender identity, gender expression, or any other subcategory of sex recognized by applicable law), age, disability, veteran status, genetic information, or any other basis protected by applicable law in employment or in any program or activity offered or sponsored by the University. Sex discrimination encompasses sexual harassment, which includes sexual violence, and is strictly prohibited by Title IX of the Education Amendments of 1972.
This policy shall not be interpreted in a manner as to violate the legal rights of religious organizations or of military organizations associated with the Armed Forces of the United States of America.
The University maintains a grievance procedure incorporating due process available to any person who believes he or she has been discriminated against. Missouri State University is an Equal Opportunity/Affirmative Action/Minority/Female/Veterans/Disability/Sexual Orientation/Gender Identity employer. Inquiries concerning the complaint/grievance procedure related to sex discrimination, including sexual harassment and sexual assault, should be addressed to the Title IX Coordinator, Carrington Hall 205, 901 S. National Ave., Springfield, Missouri 65897, email@example.com, 417-836-8506, or to the Office for Civil Rights. (Res. Board Policies No. 70-11; Bd. Min. 10-28-11.)