Recruiting Policies

At Salt Lake Community College, we prioritize supporting employer’s efforts to recruit and hire SLCC students. We consider this a partnership with both of us working towards a common goal of achieving the best fit between the individual student and your organization. We act in accordance with the National Association of Colleges and Employers (NACE) Principles of Professional Conduct for Career Services, and expect that you and your organization will abide by these principles in collaboration with us, our students, alumni, and community.

Employers are expected to maintain a positive, collaborative working relationship with CS staff. That includes cooperation with CS policies and procedures, meeting necessary deadlines to ensure smooth operation of on-campus interview visits, providing the job / 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 that violate FERPA regulations will lose access to CS services for five years, as stated through NACE regulations.

These Principles provide three basic tenets to guide student recruitment and career planning:

  • Maintain an open and free selection of employment and experiential learning opportunities in an atmosphere conducive to objective thought, where job candidates can choose to optimize their talents and meet their personal objectives;
  • Maintain a recruitment process that is fair and equitable;
  • Support informed and responsible decision making by candidates.

We have developed recruiting guidelines in support of SLCC and departmental efforts to provide an open and free environment for selection of students for employment and experiential learning opportunities. We reserve the right to take appropriate and necessary actions to enforce compliance with these guidelines in order to maintain a fair and equitable recruitment process among all employers of SLCC students. Below are helpful resources for connecting with our students and on campus recruiting policies in which we ask recruiters to abide by.

Salt Lake Community College works closely with employers to help students find employment opportunities. You can register your company by using this link: https://www.collegecentral.com/slcc/. The link directs you to our on campus recruiting job board. Internship postings may also be used with this link. Please note, acceptance of employers and postings can take up to 72 hours. 

Full-time, part-time, internship, entry-level, and experienced/alumni positions may be posted on the Career Services job board. Commission-only positions will not be accommodated. Postings shall be defined in the following manner:

 “Internship” positions must:

  • Provide professional-level experience and training with ongoing supervision and feedback to interns
  • Clearly state the level of compensation (paid or unpaid)

Full-time or Part-time entry-level positions must:

  • Offer salary or salary/commission combination (no commission-only)
  • Clearly state the level of compensation

Experienced/Alumni positions must:

  • Not be student internships

The following types of positions will NOT be approved:

  • Positions that are not congruence with the mission of Salt Lake Community College: http://www.slcc.edu/about/mission-vision.aspx
  • Campus/brand ambassador positions that require students to advertise to, solicit and/or recruit other students on campus
  • Job postings must be actual, current openings for internships, cooperative education assignments, and/or traditional, W-2 or 1099 full-or part-time employees.
  • Positions that would employ students for a private individual or work-for-hire contract (e.g., babysitter, private tutor, caretaker, home care, labor, etc.)
  • Internship programs or jobs that require students and/or alumni to pay a placement fee or investment prior to employment
  • Placement/staffing agencies or organizations that do not disclose the organization/company name for which they are hiring (NOTE: the contact information for a specific position can be that of the third party and does not have to be the organization/company contact).
  • Commission-only or multi-level marketing positions
  • Any employer that it is inappropriate for our service population; if students are injured or exposed to unsafe working conditions; if the employer discriminates; or if ECS receives student complaints about discrimination, harassment, threats, unsafe working conditions, or any other questionable circumstance.
  • Positions without an operational website cannot be served until there is a website operational. CS will review the employer’s website for appropriateness.
  • Your 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.
  • You may not use your job postings or e-mail to post advertisements or solicitations for employment in the pornography industry; the gambling industry, or post pyramid schemes.
  • You may not use your job postings or e-mail to post false, inaccurate, or misleading information.

Employers shall comply with all nondiscrimination requirements of The Age Discrimination in Employment ActThe Americans with Disabilities Act, the U.S. Equal Employment Opportunity Commission, and Title VII of the Civil Rights Act of 1964. These include, but are not limited to:

  • Make reasonable accommodations for a disabled person so that he/she may participate in the recruitment activities
  • Avoid the use of inquiries that are considered unacceptable by EEO standards during the recruiting process
  • Refuse to screen and select resumes/candidates for interviews/employment based upon the race, color, religion, age, national origin or ancestry, gender, sexual orientation, mental or physical disability, marital status, or veteran status of a candidate (defined to include current students/enrollees and alumni).

Failure to follow the below guidelines may result in SLCC recruitment privileges being revoked:

  • Assault riffles are not to be permitted at any recruiting event or on campus.
  • For government officers (police, FBI, US Customs) please be mindful of your apparel and consider wearing civilian clothing.
  • All on-campus employment recruiting tables must be coordinated through the Career Services office (see information above).
  • Employers are asked to remain at the recruiting table and not to aggressively approach students. A maximum of two representatives at the recruiting table.
  • Selling any type of product, merchandise or services is prohibited.
  • Posting flyers will be limited to space availability and must be approved through Career Services.
  • All job posting information must be accurate and not fabricated (salary, hours, company policies, job duties).
  • Posting flyers or other handout materials on automobile windows is prohibited.
  • Banners, company advertising, etc., should be limited to the 6’ wide table area (one table per employer unless a larger area has been scheduled in advance). There may be an additional fee.
  • Items given to students should be individualized items, i.e. small individually wrapped candies, pencils, pens, other small trinkets.
  • Please do not tape or tack information on the walls in the building or around your display.
  • Please remove any banners, table items and/or chalk on sidewalks after your event ends.
  • Sound systems cannot be used without prior WRITTEN consent from SLCC Student Center Operations office. Additional items such as wireless connectivity, power outlets, etc. must be arranged at the time of table reservations. 
  • Scheduling table space must be completed at least two (2) weeks in advance.
  • Please DO NOT use helium balloons in the center court or alcove areas of the Student Center. They will set the fire alarms off as they pass through the laser beam alarm system.
  • The recruiting table fee may be paid at the time of your reservation or the day of your recruiting
  • Employers may reserve a table 4 times per semester, per campus (Redwood, Jordan, and South City).

Third-party recruiters – including agencies, organizations, or individuals recruiting candidates for employment/internship opportunities other than for their own needs – may post positions at Salt Lake Community College, however, they may not engage in interviewing, informational interviews, Career Fairs (without prior clearance from Salt Lake Community College), or any other type of on-campus recruiting activity. Third-party recruiters must disclose information as follows:

  • In order to post jobs, third parties are required to provide the organization/company name for which they are hiring (NOTE: the contact information for a specific position can be that of the third party and does not have to be the organization/company contact).
  • When deemed necessary, will disclose information upon request to the Career & Professional Development Center that would enable verification that it is recruiting for a bona fide job opportunity.
  • If the organization/company has already posted the position in our database, we will not duplicate the listing for a third party.
  • Third-party recruiters may not charge applicants any fees.
  • We strongly encourage employers to consider every alternative before revoking an offer of employment.
  • Employers who cannot avoid rescinding or deferring employment are advised to consult with Career Services prior to notifying the student(s) affected by this action.
  • Employers’ campus reputation can be salvaged if they demonstrate that they have done everything possible to avoid rescinding offers and offer meaningful assistance mitigating the hardships this action will cause.
  • Participating companies should not pressure students into accepting so-called exploding offers.
  • Career Services defines exploding offers as those that require a student to reply within an unusually short period of time (example: one day), has a special incentive for early acceptance, or any practices that improperly influences and affects job offer acceptances.
  • We recommend employers to consider extending offer timelines when necessary as well as keep an open line of communication with students throughout the entire offer/acceptance process.

This guide provides faculty with information about the ethical and legal implications associated with referring students for internship and employment opportunities.

Under NACE, Career Services cannot:

  • Give account access or forward resumes to home-based businesses.
  • Send resumes to personal e-mail accounts.
  • Send resumes 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 resume to a fellow student for review and decision-making.
  • Send employers resumes of top students without equitably recruiting all students

The Drug Free Schools and Communities Act 1989 (DFSCA) provides, “as a condition of receiving funds or any form of financial assistance under any Federal program, an institution of Higher Education must certify that it has adopted and implemented a program to prevent the unlawful possession, use, or distribution of illicit drugs or alcohol by students and employees.” Further, under the DFSCA, institutions of Higher Education must employ “standards of conduct that clearly prohibit, at a minimum, the unlawful possession, use, or distribution of illicit drugs and alcohol by students and employees on its property or as part of its activities.”

Dispensaries (i.e. retail shops), cultivators or manufacturers of THC infused edibles are examples of businesses that directly work with marijuana, a federally illicit drug.  However, many businesses fall into a gray area including ancillary (e.g. a grow-light manufacturer) businesses, real estate leasing businesses, consumption device and consulting businesses, among others. 

In order to ensure compliance with federal law, Career Services will not promote internships or work opportunities at companies that may possess or come into contact with marijuana products.  Additionally, Career Services will not host internships for credit where a student may come into contact with marijuana products (including work with a company’s clients, attendance at marijuana conventions, etc.).

The U.S. Department of Labor has developed a six-factor test for determining whether workers are to be considered "trainees" (e.g., unpaid interns) or "employees" (hourly or salaried interns) that must be paid at least minimum wage under the Fair Labor Standards Act (FLSA). To promote an “unpaid internship” opportunity to Salt Lake Community College students, all of the following criteria must be met:

  1. The internship, even though it includes actual operation of the facilities of the employer, is similar to training which would be given in an educational environment;
  2. The internship experience is for the benefit of the intern;
  3. The intern does not displace regular employees, but works under close supervision of existing staff;
  4. The employer that provides the training derives no immediate advantage from the activities of the intern; and on occasion its operations may actually be impeded;
  5. The intern is not necessarily entitled to a job at the conclusion of the internship; and
  6. The employer and the intern understand that the intern is not entitled to wages for the time spent in the internship.

Additional information regarding compliance provisions of the FLSA can be found here: