Recruiting at OSU

Recruiting at OSU

Whether you are posting a job, creating an internship, or simply want to get employer exposure to reach thousands of potential candidates, we will work with you to develop the most effective strategies for your organization. We will work to learn more about your organization and your short and long term recruitment needs. The bottom line is we make it easy for you, serving as your one-stop shop for recruiting at Oklahoma State University. OSU Career Services offers a diverse range of services, all of which are designed to reach the student or graduate profile that the organization is seeking. Most services, except for career fairs and employer information sessions, are at no charge to employers.  Our professional staff is eager to assist employers in finding the best strategy or combination of strategies to reach the most qualified applicants.
Employer Guidelines at OSU
»	Employer Will...
	1. Avoid any practice that inappropriately influences job acceptances, such as excessive time pressure or discouragement of other job offers.
	2. During the initial contact, supply information to all interested students regarding any fees that are associated with their position, or tests that will be administered.
	3. Pursue full knowledge and compliance with the Equal Employment Opportunity guidelines.
	4. Communicate with OSU Career Services in a timely manner concerning changes in their recruiting efforts.
	5. Only contact students during the hours of 8:00am until 9:00pm and immediately identify themselves.
»	The Ethics of College Recruiting
	Often employers expect OSU Career Services or faculty members to recommend the “best” or “top” candidates for jobs or internships. This process is discouraged. OSU Career Services provides the best career-related resources and opportunities to all students, not just those that are identified as the “best” or “most qualified”.  The National Association of Colleges and Employers (NACE) has established ethical standards for colleges and employers in regard to the employment process. Asking a staff or faculty member for the names of excellent candidates may seem harmless at first glance. However, there are some potential legal and ethical pitfalls associated with this strategy. If a staff or faculty member refers only a few individuals without publicizing the position to all students who may be qualified, the recruiting process is not one that is “fair and equitable” to all parties. Employers know their organizational cultures and expectations far better than any staff or faculty member. The recruitment and selection of candidates is best left up to representatives of the organization who have examined student resumes, conducted interviews, and checked professional references.