Office Policies for Employers

Companies and organizations recruiting employees are required to abide by the National Association of Colleges and Employers (NACE) Principles for Professional Conduct for Employment Professionals. All principles apply and the following are reproduced here for emphasis. Recruiters must:

  • Have current or anticipated job openings
  • Provide accurate information about their organization and employment opportunities
  • Advise the career services office and applicants of the type and purpose of any test that is required as part of the recruitment process and to whom the test results will be disclosed
  • Follow the Equal Employment Opportunity laws established by the Federal and Ohio governments

In addition, employers are expected to comply with the following:

FERPA Regulations
FutureLink Account Request & Posting Requirements
Fair Labor Standards Act
Requirements for Third-Party Recruiters
On-Campus Recruitment Policies

The Arts and Sciences Career Services Office 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
  • Harassment of students, alumni, faculty, or staff
  • Breach of confidential or protected information
  • Application procedures that require providing personal identifying information such as bank account data or social security numbers
  • Failure to respond in a timely manner to office requests for information
  • Failure to adhere to office or university policies or any violation of local, state, and/or federal laws

FERPA Regulations

The Family Education Rights and Privacy Act (FERPA) restricts employer use of student resumes.  Organizations receiving such information may use it only for the purpose of evaluating candidates for employment within their own organization. Thus, employers may not transmit (or re-disclose) student information to any other employer or third party, nor to others within the employing organization for something other than employment purposes. If an organization improperly re-discloses student records, Federal law prohibits that party from obtaining student records for a period of at least five years.

For additional information about FERPA as it relates to the disclosure of student information, visit FERPA Primer: The Basics and Beyond


FutureLink Account Request & Posting Requirements

FutureLink accounts are available to organization contacts who abide by office policies and who meet the following eligibility requirements:

  • An email address associated with your employer/organization website domain (no Gmail, Yahoo, Hotmail, etc). Individual contact names and email addresses should match whenever appropriate.
  • A functioning website that clearly relates to your employer/organization and contains helpful information about your company for the potential applicant; website should not be in a pre-launch/beta phase nor contain "coming soon" language. Social media websites (Facebook pages, blogs, Twitter feeds, etc.) should not take the place of a company website.
  • An employer/organization address that is easily identifiable as a place of business. Addresses should not be a contact's personal residence.

Positions Not Accepted for Posting in FutureLink

  • Postings whose application processes ask students to use their social media profiles or release information associated with their social media profiles (e.g. number of friends on Facebook, number of followers on Twitter)
  • In-home childcare, nanny, or tutoring positions
  • Positions or programs that charge a fee for participation or an upfront product or service purchase (read our standard practice statement for indirect job postings [pdf])
  • Employment outside the United States posted by a third-party organization
  • Positions seeking work experience beyond entry-level (0-1 year). To reach candidates with more than entry-level experience, please register and post your opportunity with Ohio State's Office of Alumni Career Management.


Fair Labor Standards Act (for unpaid internship postings)

While unpaid internships are accepted in FutureLink, we encourage you to review the Fair Labor Standards Act (FLSA) with your human resources department and legal counsel to determine whether your internship is in compliance with federal law. Prior to approving an unpaid internship, the career services office will ask for written acknowledgement that you are aware of the guidelines. Approval of these positions is not an indicator of legal compliance.

The United States Department of Labor Wage and Hour Division provides   Fact Sheet #71 [pdf] to help you determine whether your internship complies with federal law.


Requirements for Third-Party Recruiting Partners

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.

All third-party recruiting partners are required to complete the Agreement for Third-Party Recruiters form [pdf]. No employer account registration or job postings will be approved until a completed form is on file. 

In general, services for third party recruitment agencies are limited to job posting only. We are unable to to provide any services to third party employers that are seeking to recruit candidates for foreign employment.


On-Campus Recruitment Policies

We appreciate your interest in coming to campus to connect with Ohio State talent! To ensure that each of our employer partners receives the best on-campus recrutiment experience, the following policies should be observed:

Timeline for requesting your visit

All requests for on-campus recruitment visits (including, but not limited to, information sessions, on-campus interviews, and day-in-residence/office hours should be received at least three weeks in advance of a targeted visit date.

Number of visits

Private Sector Employers

  • Information Session, Meet & Greet, Day-In-Residence/Office Hours - 2 per academic year
  • On-Campus Interview Schedule (Preselect or Preselect to Alternate ) - 3 per academic year
  • On-Campus Interview Schedule (Room Reservation Only) - Unlimited

Public Sector Employers & Nonprofit Organizations

  • Information Session, Meet & Greet, Day-In-Residence/Office Hours - 4 per academic year
  • On-Campus Interview Schedule (Preselect or Preselect to Alternate) - 4 per academic year
  • On-Campus Interview Schedule (Room Reservation Only) - Unlimited

Reserved rooms must be left in good condition upon departure. Return furniture to its original location and discard unused materials, food, etc.The office reserves the right to deny requests for scheduling, marketing, or changing visit arrangements once confirmed. We reserve the right to request identification from visitors.