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Please review our policies and procedures carefully to help ensure the best possible experience while recruiting at the University of Maryland. These guidelines have been produced in accordance with the guiding principles set forth by NACE and their Principles for Ethical Professional Practice. All employers who participate in our recruiting programs will be expected to adhere to the policies outlined below.
To foster a strong working relationship, we ask that employers work with the University Career Center and/or our campus partners in the School of Business & the School of Engineering when recruiting at UMD. We look forward to welcoming you onto campus!
Organizations using UMD programs and services must maintain equal employment opportunity (EEO) compliance and follow affirmative action principles in a manner that includes recruiting, interviewing, and hiring individuals without regard to race, color, sex, gender identity or expression, sexual orientation, marital status, age, national origin, political affiliation, physical or mental disability, religion, protected veteran status, genetic information, personal appearance or any other legally protected class, or on the basis of the exercise of rights secured by the First Amendment of the United States Constitution. Please see the Employer Recruiting Guidelines for the University of Maryland’s nondiscrimination policies in full, as well as a summary of other recruitment policies & procedures at UMD.
Careers4Terps Employer Registration and Job Posting Guidelines
The following guidelines apply specifically to employer accounts and position postings within the Careers4Terps/Careers4Engineers database:
Employer registration accounts should include the following:
- Organization name.
- Full name of organizational contact.
- Corporate email address clearly associated with the organization website domain (e.g. firstname.lastname@example.org, not Gmail, Yahoo, Hotmail, etc.) Individual contact names and email addresses should match whenever possible.
- Corporate website address that clearly relates to your organization and contains helpful information about your organization for the potential candidate. Website should not be in pre-launch/beta phase nor contain “coming soon” language. Social media sites should not take the place of an organization's website.
- Corporate address (no personal residences or P.O. Box).
Positions posted should provide the following:
- Detailed position description with a thorough overview of candidate responsibilities and necessary qualifications.
- Compensation information.
- Startups: The University Career Center & The President's Promise has established the below parameters for posting opportunities in our database. The startup organization must be sufficiently established to the point where it can:
- Provide a company name, business address, website and email address, and identify a point of contact.
- Verify that they are seeking employees and not investors/company stakeholders.
Prohibited Postings include:
- Positions that do not meet the policies mentioned in this agreement;
- Positions whose application processes ask students to use their social media profiles or release information related to such profiles;
- Positions or programs requiring a fee, program payment, upfront product or service purchase;
- Support pyramid or networking structure requiring recruitment of others
- Positions whose payment structure is commission-only for undergraduate students. Such opportunities will be allowed for alumni only.
The Career Center reserves the right to deny or revoke services to any organization at any time. Common reasons for denying or revoking services include, but are not limited to:
Job Offer Deadline Policies
Employers are asked to provide candidates with a reasonable amount of time to make employment-related decisions, generally equating to at least three weeks. Employers are reminded that campus recruiting is as much about building a trusted brand identity as it is about recruiting new talent.
Placing undue pressure on students to make decisions or engaging in questionable recruiting practices not only jeopardizes an employer’s ability to recruit our students, but may adversely affect an organization's corporate image for an extended period of time.
The School of Engineering and the Department of Computer Science each have their own offer deadline policies. Please click here to view the School of Engineering's policy, and click here to view the Department of Computer Science's policy.
On-Campus Interviewing Program Policies
Given the specific nature of our On-Campus Interview (OCI) program, all employers who participate are expected to adhere to the outlined policies.
Third Party Recruiter Policies
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 organizations that collect student information to be disclosed to employers for purposes of recruitment and employment.
The Center is interested in providing all possible employment opportunities to our students. We will work and provide services to selected third party recruiters, who meet with University of Maryland approval and agree to comply with the following policies and procedures.
All third party recruiters seeking to register and post positions within the Careers4Terps system must complete and return a signed copy of our Third Party Recruiter Statement of Understanding.
Agencies utilizing our Careers4Terps job/internship database, attending a career fair or participating in the OCI program must provide:
- The name of the firm for whom you are recruiting for. Names will be held in confidence within the Career Center and will not be released to candidates.
- Complete job descriptions that acknowledge third party recruiter status and that any fees assessed by the agency will be paid by the employer you represent and not the UMD candidate.
- Agreement that neither your organization, nor your client may provide UMD students’ resumes to any other party without the candidate’s written consent. Failure to comply with this is a violation of The Family Education Rights & Privacy Act of 1974.
Third Party recruiters will not have access to search resume books.
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