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Third-Party Recruiting

Principles for Third-Party Recruiting

Â鶹ÊÓƵAPK's career development office, The Exchange, follows professional standards for working with third-party recruiters as set by the National Association of Colleges and Employers (NACE). 

Third-party recruiters will abide by the Principles for Third-Party Recruiters as described in the  The  provide definitions and guidelines for third parties and contractual/staffing services. The Exchange will use this information to make appropriate decisions about the use of third-party, contractual, and staffing services in our operations.

Third-party recruiters must submit an agreement stating they will comply with our third-party recruiter policies. 

Definition of Third-Party Recruiter

Third-party recruiters are agencies, organizations, or individuals recruiting candidates for temporary, part-time, or full-time employment opportunities other than for their own needs. This includes entities that refer or recruit for profit or not for profit, and it includes agencies that collect student information to be disclosed to employers for purposes of recruitment and employment;

Third-party recruiting organizations charge for services using one of the following fee structures:

• Applicant paid fee
• The applicant pays the third-party recruiter a flat fee for services rendered or a fee based upon the applicant’s starting salary once the applicant is placed with an employer.
• Employer paid fee
  Retainer—The employer pays a flat fee to the third-party recruiter for services performed in the recruiting of individuals to work for the employer.
  Contingency fee—The employer pays to the third-party recruiter a percentage of the applicant’s starting salary once the applicant is hired by the employer.
  Fee for service—The employer pays a fee for specific services, e.g. job postings, access to resumes, booth space at a job fair, and so forth.

The above definition includes, but is not limited to, the following entities regardless of the fee structure used by the entity to charge for services:

• Employment agencies
• Organizations that list positions for a number of client organizations (employers) and receive payment when a referred candidate is hired. The fee for listing a position is paid either by the firm listing the opening (fee paid) or by the candidate who is hired.
• Search firms
  Organizations that contract with clients (employers) to find and screen qualified persons to fill specific positions. The fees for this service are paid by the clients (employers).
• Contract recruiter
  Organizations that contract with an employer to act as the employer’s agent in the recruiting and employment function.
• Online job posting or resume referral services
  For-profit or commercial organizations that collect data on job seekers and display job opportunities to which job seekers may apply. The data collected on job seekers are sent to prospective employers. Fees for using the services may exist for the employer, school, or job seeker.
• Temporary agencies or staffing services
  Temporary agencies or staffing services are employers, not third-party recruiters, and will be expected to comply with the professional practice principles set forth for employment professionals. These organizations contract to provide individuals qualified to perform specific tasks or complete specific projects for a client organization. Individuals perform work at the client organization, but are employed and paid by the agency.
• Outsourcing contractors or leasing agencies
• Outsourcing contractors or leasing agencies are employers, not third-party recruiters, and will be expected to comply with the professional practice principles set forth for employment professionals. These organizations contract with client organizations to provide a specific functional area that the organization no longer desires to perform, such as accounting, technology services, human resources, cafeteria services, and so forth. Individuals hired by the outsourcing or leasing firm are paid and supervised by the firm, even though they work on the client organization’s premises.
  
  The Exchange requires third-party recruiters to disclose the information listed below:

• 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.
  When deemed necessary, third-party recruiters will disclose information upon request to The Exchange that would enable us 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 Exchange will respect the confidentiality of this information and may not publish it in any manner.
• 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. 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.
  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 operate in congruence with the university policy of Equal Opportunity/Affirmative Action and do not discriminate on the basis of age, race, color, religion, sex, handicap, or national origin. An employer or agency using the services of The Exchange understands that compliance with all related federal and state statutes and regulations is required for initiation or continuance of The Exchange services.

Third Party Recruiter Services

The Exchange will promote the job and pertinent information through normal channels which may include the website, posting on bulletin boards, referral to faculty and/or staff, and/or direct referral to candidates. The third-party recruiters will be listed as the contact and identified as an employment agency.

If a third party-recruiter wishes to interview candidates on campus, or attend career fairs, that recruiter will agree to abide by the above policies and to identify the represented employer(s) to both The Exchange and potential university interviewees. Third-party recruiters who elect to interview on campus should understand that the candidate information provided by The Exchange is to be used exclusively for the employer(s) so identified.