Hiring Guidelines


Employers

Guidelines
  • Information sessions should begin no earlier than the first Monday following Labour Day.
  • On-campus interviews should begin no earlier than the first business day in October.
  • Full-time job offers to students attracted via on-campus recruitment should have a minimum of 2 weeks for an acceptance deadline or until the first business day in November, whichever is the later.
  • Job offers to summer students are not subject to any minimum acceptance date rules; however, it is recommended that a minimum of 1 week be provided for job offer acceptance.
It is the employer’s responsibility to:
  • Comply with all relevant federal and provincial legislation.
Information Sessions
  • When arranging information sessions, most post-secondary institutions book space on a first-come, first-served basis and it is strongly recommended that employers book early to avoid conflicts.
Interviews
  • Contact the career centre well in advance to reserve interview space and provide company literature. Most post-secondary institutions book space on a first-come, first-served basis and it is strongly recommended that employers reserve space early.
  • Provide accurate information on job responsibilities, compensation, benefits and contact information.
  • Notify all applicants individually of their status.
  • Interview for positions whose starting dates are within 12 months of the initial interview.
    Respond to all candidates within agreed-upon time frames and give reasonable notice (a minimum of 3 days is recommended) of any interview cancellations.
  • Advise students of compensation for site or interview visits.
Job Offers
  • Provide a reasonable amount of time for students to respond to job offers.
  • Confirm job offers and terms of employment in writing to students.
  • Inform the career centre regularly of the status of your campaign.
  • Honour all offers of employment.

Students

 It is the student’s responsibility to:
  • Comply with all relevant federal and provincial legislation.
  • Provide accurate and appropriate information on resumes, application forms and in interviews.
Interviews
  • Prepare for the interview.
  • Notify the career centre well in advance if interviews must be rescheduled or cancelled.
  • Acknowledge invitations for site visits or second interviews promptly whether accepted or rejected.
  • Notify employers well in advance if site visits or second interviews must be postponed or cancelled.
  • Accept interview invitations (second and subsequent) only when seriously considering a position with the employer.
Job Offers
  • Discuss offers with employers to verify terms and reach mutually acceptable responses.
  • Respond to every offer whether it is to be accepted or rejected.
  • Notify employers of acceptance or rejection of an offer as soon as a decision is made.
  • Notify the career centre immediately upon confirmation of a job acceptance to withdraw from the recruitment process.
  • Honour the acceptance of the offer as it is a contractual agreement with the employer.

Career Educators

It is the career educator‘s responsibility to:
  • Comply with all relevant federal and provincial legislation.
  • Provide equitable services to all students and employers.
Interviews
  • Accommodate employers’ reasonable requests for job posting, information session and interview space.
  • Ensure that students have reasonable time from the start of the school year to prepare for the on-campus recruitment process prior to the commencement of interviews.
Employment Preparation:
  • Provide information, resources and advice to students on career planning and job search.
  • Inform students of ethical recruitment practices, procedures and responsibilities.
Other
  • Follow legal and ethical guidelines in providing student information to employers.
  • Bring to the attention of the parties involved any questionable recruitment practices.

Third Party Recruiters

Guidelines
  • When scheduling on-campus recruitment activities, both employers and career educators should respect dates of religious and cultural significance.
  • Guidelines should be determined and managed locally.
  • Penalties for non-compliance should be:
    • determined locally;
    • have local jurisdiction, be relative in severity to the associated infraction; and
    • clearly indicated to employers, well in advance of the recruitment season.
  • In the event of an unresolved dispute between parties engaged in on-campus recruitment, CACEE members are invited to refer the matter, and any identified penalties, to the CACEE Ethics Committee for review and recommendation via the CACEE website.

Third party recruiters are agencies, organizations or individuals recruiting students for employment opportunities with other organizations.

The following guidelines for third party recruiters have been established to best meet the needs of students, employers and career educators.

  • No direct referrals will be made for vacancies listed by third party recruiters without posting and/or contacting candidates with the information relating to the position.
  • Third party recruiters will be asked to identify their employer clients; career educators will treat this information as confidential.
  • Candidates’ resumes must not be held in the files of the third party recruiter for later referral to other positions unless authorized by the candidate.