Policies

Recruiting Guidelines

The following guidelines govern the manner in which recruiters may use and be served by departments/offices of Brigham Young University. These guidelines adhere to the Family Educational Rights and Privacy Act (FERPA), the National Association of Colleges and Employers (NACE) Principles for Professional Practice, and the policies of BYU which include, but are not limited to, the BYU Honor Code.

As an employer, recruiter, or other professional interested in connecting with BYU students and alumni through recruiter support or other departments/offices of BYU, you agree to abide by the policies contained in this document.

Recruiter support and all other departments/offices of BYU reserve the right to refuse service to any employer whose industry, recruiting practices, job postings, etc., do not adhere to BYU recruiting guidelines and/or policies.

Employers shall comply with all nondiscrimination requirements of the Age Discrimination in Employment Act, the Americans with Disabilities Act, the US Equal Employment Opportunity Commission, and Title VII of the Civil Rights Act of 1964. These include, but are not limited to:

  • Make reasonable accommodations for a disabled person so that he/she may participate in the recruitment activities
  • Avoid the use of inquiries that are considered unacceptable by EEO standards during the recruiting process
  • Refuse to screen and select resumes/candidates for interviews/employment based upon the race, color, religion, age, national origin or ancestry, gender, sexual orientation, mental or physical disability, marital status, or veteran status of a candidate (defined to include current students/enrollees and alumni).

Employers wishing to participate in on-campus recruiting activities (such as information sessions, on-campus interviews, career fairs, etc.) must have positions posted with recruiter support that meet at least one of the following criteria:

  • Full-time position requiring at least a four-year degree; and offer salary or salary/commission combination (no commission only)
  • Internship position providing professional-level experience and training requiring ongoing supervision and feedback to interns; clearly stated compensation level (paid or un-paid). Summer and/or seasonal sales positions will not be accommodated.

All employers, recruiters, and other professionals will screen and refer applicants based upon job-related criteria only. This screening process should be managed through Recruiter Support.

Soliciting or allowing any BYU employee to screen applicant materials/qualifications (résumés, transcripts, references, GPA, etc.), provide a list of “top candidates,” or provide advice on which applicants should be recruited, interviewed, and/or hired is strictly prohibited.

Full-time, part-time, internship, entry-level, and experienced/alumni positions may be posted on the BYU’s job board (Expedition). Summer and/or seasonal sales positions will not be accommodated.

All positions and employers are subject to approval by Recruiter Support, and must meet the following guidelines:

  • Clearly state in writing the level of compensation. (Internships must clearly state paid or unpaid)
  • Not engaged in business primarily in the sale, production or distribution of beer, alcohol, coffee, or tobacco
  • Not deal primarily with gaming (gambling), pornography, and similar activities
  • Not advertise their services and/or products in a manner inconsistent with the BYU Honor Code
  • Not require fees or start-up costs of applicant; all such fees shall be paid by employer

Please see Extending an Offer for the policy regarding this topic.

Students attending Brigham Young University are obligated to follow established ethical practices when seeking employment and/or internships. One of these practices is the expectation that students will no longer seek or consider other positions once a job or internship offer has been accepted. This holds true even if a more appealing offer is received at a later date.

BYU students represent not only themselves, but the standards and character of Brigham Young University, The Church of Jesus Christ of Latter-day Saints, and all individuals associated with these organizations – past, present, and future. Consequently, reneging on accepted offers has negative repercussions that extend far beyond the student’s own reputation.

Therefore, students who renege on accepted offers of employment and/or internships will be barred from accessing Expedition and other services provided by BYU Career Services. In addition, students will be required (in conjunction with appropriate campus entities) to professionally address and rectify the situation.

Employers who utilize BYU Recruiter Support (or any other campus department/office) to post jobs, screen applicants, conduct interviews, or any other recruiting effort are required to report the outcomes of their BYU recruiting efforts. This includes offers and acceptances of full-time, part-time, and internship positions.

Employers should report this information to Recruiter Support through Expedition or via email.

Third-party recruiters may post positions at BYU; however they may not engage in interviewing, informational interviews, or any other type of on-campus recruiting activity. The following guidelines apply to third-party recruiters wishing to recruit at BYU:

  • For part-time, internship, and full-time non-degree required positions, third-party recruiters may post positions so long as:
    • They disclose, as part of the job posting, the client(s)/organization(s) to which students’ application materials will be sent. Positions will not be posted without this information.
    • The position has not already been posted directly to BYU by the client(s)/organization(s). Position postings should not be duplicated.
  • For full-time degree-required entry-level positions, third-party recruiters may post positions with the agency’s contact information in the application instructions so long as:
    • They have a recruiting contract with the client(s)/organization(s)
    • They disclose, to Recruiter Support prior to the posting, the client(s)/organization(s) to which students’ credentials/application materials will be sent. Positions will not be posted without this information.
    • They disclose, to the applicant, the client(s)/organization(s) whom they represent once the applicant has been selected for an interview.
    • The position has not already been posted directly to BYU by the client(s)/organization(s). Position postings should not be duplicated.
  • For high-level experienced and executive positions, Third-party recruiters may post positions without disclosing the client(s)/organization(s) to either Recruiter Support or the applicant so long as:
    • They have a recruiting contract with the client(s)/organization(s)
    • The position has not already been posted directly to BYU by the client(s)/organization(s). Position postings should not be duplicated.