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Career Services

Recruiting Policies

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Policies & Procedures

Recruitment Polices   

The University of North Florida Career Services provides a variety of career services, programs, and resources designed to help employers develop a successful recruiting experience. This includes career fairs, information sessions, on-campus interviews, and more.  For employers to successfully recruit students it's important to develop a recruiting strategy, build a foundation of on-campus activities, and to maintain a strong on-going campus presence. To learn more about our recruiting standards and practices, please download the UNF Recruitment Policies Guidelines

 

Third Party Recruiting

The following definition of a Third-Party recruiter is taken directly from the National Association of College’s and Employers (NACE) Principles for Professional Practice:

a. 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;

UNF welcomes the opportunity to partner with third party providers. Before your organization can recruit on campus we require that any organization fill out the following form: 

Register Company Here

 

Third Party Guidelines

Third-party recruiters will be versed in the recruitment field and work within a framework of professionally accepted recruiting, interviewing, and selection techniques.

Third-party recruiters will follow EEO standards in recruiting activities in a manner that includes the following:

  1.  Referring qualified students to employers without regard to the student's race, color, national origin, religion, age, gender, sexual orientation, or disability;
  2. Reviewing selection criteria for adverse impact and screening students based upon job-related criteria only, not based upon the student's race, color, national origin, religion, age, gender, sexual orientation, or disability;
  3. Refusing, in the case of resume referral entities, to permit employers to screen and select resumes based upon the student's race, color, national origin, religion, age, gender, sexual orientation, or disability;
  4. Avoiding use of inquiries that are considered unacceptable by EEO standards during the recruiting process;
  5. Affirming an awareness of, and sensitivity to, cultural differences and the diversity of the work force;
  6.  Investigating complaints forwarded by the career services office or the employer client regarding EEO noncompliance and seeking resolution of such complaints.
  • Third-Party Recruiter

    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, etc.
  • Employment Agencies
    Organizations that list positions for a number of client organizations 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 to find and screen qualified persons to fill specific positions. The fees for this service are paid by the clients.
  • 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 employer professionals. These are organizations that 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 employer professionals. These are organizations that 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, etc. 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.

     

    • In most cases temporary agencies, staffing services, outsourcing contractors, or leasing firms will be treated as employers. However, should these firms recruit individuals to be employees of another organization, then the third-party professional practice principles shall apply.