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Policies & Resources

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:

Organizations recruiting employees are required to abide by the National Association of Colleges and Employers (NACE) Principles for Professional Practice.

Employer registration accounts should include the following:

  • Organization name and full name of organizational contact.
  • Corporate email address clearly associated with the organization website domain (e.g., 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 no contain “coming soon” language. Social media sites should not take the place of an organization's website.
  • Corporate address is preferred (no personal residences or P.O. Box). In cases where there is not corporate address (outside of a home office / P.O. Box), all meetings with students should be conducted in a public setting (coffee shop, library, rented workspace) or virtually.

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, website and email address, and identify a point of contact. It is preferred that a corporate address is provided but in cases where that is not possible, all meetings with students should be conducted in a public setting or virtually.
    • 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 or programs requiring a fee, program payment, upfront product or service purchase;
  • Positions that support a 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.
  • Positions that relate to the use or distribution of recreational or medical marijuana. 

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:

  • Misrepresentation or absence of information related to employment or internship positions, services or products offered, etc.
  • Complaints by students, alumni, faculty, or staff.
  • Employers and/or positions that the Career Center regards as unsuitable for students.

Resume Books Employer User Policy

You as a representative of the employer, affirm compliance with this policy upon requesting access to resume books:

  • Employers must have an employer account within the Careers4Terps system,
  • Employers must have an active job/internship posting within the Careers4Terps system,
  • Resumes will not be used for solicitation, or for any purpose other than recruiting for career or internship opportunities,
  • Resumes will not be shared with or sold to parties outside of your organization,
  • When contacting candidates sourced from Resume Books, you must provide sufficient detail up front to convey clearly to the candidate the name of your organization, your role, and the nature and requirements of your opportunity. Contacts or emails that encourage the user to "email for more details" or that are otherwise inappropriate are not permitted, and
  • Any misuse of this information may result in suspension of access to the Resume Books feature and possibly the Careers4Terps system.

Third-party recruiters are not granted access to our resume books, but do have access to post jobs in Careers4Terps for students to view and apply.

Job Offer Deadline Policies

Employers are asked to provide candidates with a reasonable amount of time to make employment-related decisions. Our students often find themselves under pressure to make an early decision about where to start their careers. Although we would never condone it, unfortunately we have seen a rise in students reneging on offers because they are forced to decide too quickly. It is the Center’s policy that “a reasonable amount of time” equates to at least three weeks from the date of a written offer to make a decision.. Employers are reminded that the campus recruitment process 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.

Employer Information Sessions/ Recruiting Events

All employer events held on campus must be requested by and affiliated with a registered employer contact in the Center’s jobs/internship database (including information sessions, workshops, tabling and distribution of flyers). A contact can register in the database by providing a valid contact name, company name, corporate email address, phone number and company website.

Please note that as there are separate career centers for business and engineering majors, if a session is specific to those populations it is best to connect directly with those career centers.

Alcohol Policy

  • The Center follows NACE guidance which states that serving alcohol should not be a part of the recruitment process. Therefore, all recruiting activity, regardless of its location, should be alcohol-free. 
  • If a person, company, or organization chooses to provide or serve alcohol in violation of this policy, the person, company, or organization assumes complete liability and agrees to indemnify the Center and the University of Maryland at College Park, including its trustees, and employees, for any damage or injuries sustained to persons or property as a result of or arising out of a violation of this policy. 
  • The Center reserves the right to revoke the recruiting privileges of any person, company, or organization who violates this policy.

Cannabis Employer Policy

The Center cannot post or advertise positions related to the use or distribution of recreational or medical marijuana. As the use of marijuana is illegal at the federal level and The University of Maryland at College Park receives federal funds, we must comply with federal law. The University’s federal funding would be at significant risk were the Center to allow such employers to register and post jobs/internships on our jobs database.

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 read through and complete the 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.

Note: documents in Portable Document Format (PDF) require Adobe Acrobat Reader 5.0 or higher to view, download Adobe Acrobat Reader.

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