Employer Services Policies
To ensure the quality of our services, acknowledge the college nature and mission of San Jose State University, to preserve student privacy, and to limit the risk to San José State University students, alumni, and other users of our services, the Career Center establishes these policies and guidelines for all employer services provided through our office.
Employer services include, but are not limited to SpartaJobs (job posting service), SJSU Spartan Staffing, Job Fairs, On-campus Interviewing (OCI), Drop-in Interviews, Information Sessions, WorkAbility IV referrals, and recruiting consultations.
The Career Center will provide services for employers whose opportunities meet the following basic criteria:
- Paid Position - The rate of pay is at least California State minimum wage (calculated over any time scale such as hourly, weekly, semi-monthly, monthly or annually) and is clearly publicized in the position description.
- Salary Level - If no salary level is provided the compensation needs to be clearly stated in the job description.
- Commission Only - If compensation for the position will be commission only, this condition is clearly publicized in the position description. OR -If no initial base salary is provided, the form of remuneration should be clearly stated in the employer’s job description and at the time of the initial interviews.
- The organization accurately describes the responsibilities and requirements of the opportunity in all publicity, including publicity for employer information sessions.
- All job and internship listings are posted at the discretion of the Career Center, and we reserve the right to choose to not post a position if it does not appear to support the best interests of students and/or the University.
Career Center does not provide services, rooms, or sponsorship if:
- The opportunity involves on-campus solicitation, posting of materials, or sale of products and services.
- The organization is sponsoring an individual to establish his/her own business for the purpose of selling products or services, and/or recruiting other individuals to establish their own businesses.
- The organization is unable or unwilling to provide contact information in SpartaJobs with contact name, address, phone number, and email address.
- The organization requires an initial payment or investment - with the organization itself serving as an umbrella or parent corporation. Investments of this type may include, but are not limited to: requirement to attend unpaid orientation or training sessions; direct payment of a fixed fee; payment to attend orientation or training sessions; and/or purchase, rent, or place deposit on a starter kit, sales kit, samples, or presentation supplies.
- The organization fails, for any reason, to provide essential information concerning the nature of the position or compensation, including, but not limited to: commission only, job responsibilities, salary, applicant requirements.
- The organization is unable or unwilling to provide written documentation of registration with a Better Business Bureau if so requested.
Services provided to third party agencies
Third Party Recruiter/Agency
- A third party recruiter is an agency, organization, or individual that recruits candidates for employment opportunities. This definition includes search firms, contract recruiters, online job postings, resume referral services, or professional associations who recruit for their membership.
Third party recruiter/agency is limited to the following services:
- SpartaJobs online job posting service
- The third party recruiter/agency identifies itself as a third party agency in the job description.
- The third party recruiter/agency is not eligible to participate in our resume book service.
- The third party recruiter/agency does not charge retainer, contingency fee, or fee for service to the applicants.
- The third party recruiter/agency provides a specific position description that includes the clients name and requirements in the online listing.
- The third part recruiters/agency discloses to the Career Center the name of the client or clients, that the agency is representing and to whom the student’s credentials will be disclosed.
- The third party recruiter/agency complies with the requirements of the Family Educational Rights and Privacy Act (FERPA) and only releases candidate information with the written permission of the applicant and only for the specific listed position. Re-disclosure of candidate information is not permitted.
Requests from organizations to target only specified audiences
- Career Center serves the entire San José State University student population and will not advertise positions or sponsor organizations that restrict consideration to specific populations, i.e., Hispanics, Disabled Students, Japanese citizens.
- Career Center will forward such announcements to appropriate campus organizations such as clubs and campus departments.
- Career Center will advertise opportunities that target specific populations if they also will consider other students or have opportunities open to all interested students.
Job Offer Policies
The Principles for Professional Conduct established by the National Association of Colleges and Employers (NACE) state that "Employment professionals will refrain from any practice that improperly influences and affects acceptances. Such practices may include undue time pressure for acceptance of offers and encouragement of revocation of another offer. Employment professionals will strive to communicate decisions to candidates within the agreed upon time frame."
The SJSU Career Center believes that allowing students adequate time to make an informed decision whether to accept or decline an offer is in the best interest of both students and employers. Students feel more secure in their choices after they have analyzed all of the information available to them, and employers can feel more confident that students have accepted their employment offer with every intention of honoring their commitment.
- Notify a student in writing of the major components of a job offer (job duties, salary, bonuses and other benefits, starting date, work location, schedule, etc.) after a verbal offer has been made.
- Give students a minimum of two weeks response time from receipt of written employment offer.
- Students should not be pressured to accept "exploding offers". ("Exploding offers" is a general term used to include a quick response time, reduction in offer package, or any other practice that puts unreasonable pressure on a student."
In accordance with the guidelines set forth by NACE, San Jose State University Career Center believes that serving alcohol should not be a part of the recruitment process. Therefore, all recruiting activity should be alcohol free.
The Career Center staff will investigate complaints by users of our services about job postings, employers, or work assignments. If we determine that a complaint is justified, we may choose not to sponsor recruiting activities for the employer involved. The Career Center will notify the employer in writing of the decision.
Please contact Daniel Newell, program manager of workforce and economic development at email@example.com or (408) 924-6028.