HireUTexas – Job Posting Policies
UT Austin Campus-wide Recruiting Policies
National Internship Standards
HireUTexas – Job Posting Policies
*Please note there have been updates to our policies for 2018.*
Organizations wishing to recruit students and alumni of The University of Texas Austin using HireUTexas can do so free of charge. Job and internship postings are reviewed and approved/rejected based upon the information contained in the postings.
HireUTexas postings must adhere to the following criteria.
- All jobs and internships posted must be career-related and/or professionally oriented. Please note that HireUTexas allows contract, temporary, and seasonal positions, but only if they are professionally oriented.
- Please refer to HireALonghorn for seasonal jobs and non-professional part-time job postings. Please note that HireALonghorn does not allow contract/temporary positions.
- All HireUTexas postings must require at least some college experience from applicants, if not a degree.
- Full- and part-time administrative, bank teller, or customer support positions are allowable, but must require a college degree.
- Full- and part-time sales and/or recruiter positions are allowable, but must require a college degree and must specify the salary structure. Positions with a “salary + commission” structure, must disclose the base salary and must pay at least minimum wage for the base salary.
- Postings for internships located outside of Austin that take place during the academic year are allowable, but please note that some of UT Austin’s colleges and schools do not allow their students to accept these position. Those colleges and schools will be removed from your list of targeted colleges. To ensure your posting is eligible for a particular school, please check with their career services office.
- All postings must include a professional website to help evaluate the opportunity and recruiters must use a professional/organization-related email address in the contact field (e.g., no gmail or yahoo accounts). Resumes should not be directed to a current UT Austin student email addresses (or any non-permanent staff member of the organization).
- Third-party recruiters, including automated job posting services, must acknowledge and adhere to our third-party recruiting policy detailed below.
- Employers based outside of the United States must have an English language website and must pay any associated visa fees for their hires. For employment outside of the US, employers are advised to use the following language when stating applicant qualifications: “must be legally eligible for hire in the country of employment.”
- Recruiters must agree to the University’s nondiscrimination and equal opportunity policy detailed below.
- Employers posting unpaid internships must: not be virtual; provide the resources, equipment, and facilities needed by the student to support learning objectives/goals; provide direct and regular supervision; and must meet the Department of Labor’s criteria for unpaid internships. Explore the national internship standards below.
Posting with the following requirements and structures are ineligible.
- Positions requiring interns or employees to market/promote or create/develop free or fee-based programs, products, services, events, etc. and/or collect student information on the UT Austin campus on behalf of an employer are ineligible. Examples include campus brand ambassadors and student referrals of other students. Job postings for positions that support or supervise the work of ambassadors are also not allowed.
- Fee-based programs. Examples include fee-based training programs, fee-based placements or positions requiring the purchase of supplies or a training kit.
- Unpaid internships that require students to pay out-of-pocket expenses. Examples include unpaid internships requiring students to provide their own transportation and to pay for gas to run internship-related errands.
- All companies and organizations posting job and/or internship opportunities must be hiring candidates for their own human resource needs or for the needs of their clients. Postings advertising events, services or programs (e.g., career fairs, test prep, placement or learning programs, etc.).
- Postings that include referral bonuses are not allowed.
- Unpaid virtual internships; virtual internships include opportunities that do not take place in a professional setting of the hiring organization (e.g., work from home, in the field, remote work, co-working spaces).
- Commission-based internships are not allowable.
- Stipend-based internships are allowable, but must disclose the per-week stipend amount and the hours of work per week.
- Paid internships may occur within a co-working space, but require that the supervisor be present with the intern in the space at all times. Unpaid internships in co-working spaces are not allowed.
- In-home part-time positions and/or internships at personal residences are prohibited (e.g., caregiver, nanny, in-home tutor, and startup company positions that place students/alumni in residential homes). Professionally oriented full-time positions targeted at alumni may occur within home offices but must indicate that the completion of a degree is a requirement.
Third-Party Recruiting Policy
HireUTexas welcomes third-party recruiter postings that adhere to the policies below.
- Third-party employers must not require a financial investment or payment by the student or alumni for employment or placement. Under no circumstances should fees be charged to students or alumni. UT Austin will not post any opportunities that require students or alumni to pay fees.
- Third-party employers must clearly identify their organization as a third-party employer. All employment opportunities in Handshake must clearly indicate that the students and alumni will be working through a third-party employer.
- Third-party employers must provide their client list to gain access to the HireUTexas powered by Handshake system. Once this has been provided, the third-party employer’s account will be approved and the employer will be able to post jobs for their clients and jobs for their own staffing needs alike. The client list will be kept confidential for HireUTexas account purposes only.
- Third-party employers may recruit only for clients they represent. Candidates’ names and/or resumes obtained for a job opening may not be used for subsequent job openings or for solicitation of employer clients, except where specific arrangements have been initiated and agreed to by the candidates involved.
- Third-party employers must maintain EEO compliance and follow affirmative action principles during all recruitment activities.
After requesting approval to post in HireUTexas, third-party recruiters must email email@example.com with a signed policy agreement and a client list, which will be kept confidential for staff purposes only. Requests to post will not be approved until these two items have been received.
HireUTexas Use Policy
Please note that the HireUTexas job and internship posting board is a service offered at the discretion of The University of Texas at Austin to both job seekers and employers free of charge. The University reserves the right in its sole discretion to refuse access to employers at any time. Access to HireUTexas job postings will not be allowed for employer’s that do not comply with our recruiting policies, or for job types that do not appear to support the interests of students or the University. Employers and students are advised to use caution and encouraged to request reference information as needed to establish qualifications, credentials, and conditions of employment. Excessive postings, duplicate postings, and misleading postings are not allowed. Postings that do not correspond to a company’s actual interviewing, hiring and compensation practices, or postings that misrepresent the identity and affiliation of the employer, are not allowed. Postings for positions that require at the time of application, personal information such as bank and social security numbers, or photos of the applicants are not allowed. Postings for positions that pay in cash, or require a candidate to make a financial investment, or to pay a fee prior to employment, or to recruit other students for a financial incentive, are not allowed.
Employment recruiters who wish to make use of the assistance, services and/or facilities offered by The University of Texas at Austin must comply with UT’s campus-wide recruiting policies outlined below.
Designated Recruiting Space
The University prohibits recruiting in any public space on campus or in any room not specifically designated for recruiting activities by a career center staff member. Examples of space properly designated for recruiting include the career center, rooms reserved for information sessions and career fair space. The following activities, which are considered on-campus soliciting, are prohibited outside of recruiting designated spaces:
- Tabling in any UT public space, including the West Mall and the Texas Union.
- Posting flyers or other marketing materials on any kiosk, bulletin board or public space on the UT campus.
- Recruiting at student organization meetings – read more in the section below.
- Recruiting in classrooms.
- Distributing recruiting email blasts to students in the UT Austin directory.
- Collecting student information, including resumes, on campus.
- Working with student groups, representatives, interns or ambassadors to recruit for your company/organization or to promote your opportunities, products or services to UT Austin students on campus.
Solicitation & Commercial Activity
The University prohibits employers and organizations from posting – and career centers from promoting – any fee-based opportunities; prohibits companies and organizations from promoting or marketing free/no-cost opportunities that have not been pre-approved by the University; collecting student, faculty or staff information on campus; and taking photographs which may infringe on trademarks. If you have questions about UT’s trademark policies, please contact Craig Westemeier, Director of Trademark and Licensing at firstname.lastname@example.org. Below are a few examples of prohibited solicitation and commercial activities.
- Companies/organizations cannot promote fee/tuition-based internship programs or jobs that require students to purchase supplies or pay for training/certification.
- Companies/organizations cannot promote a free service, resource or product on campus that has not been pre-approved by The University.
- Companies/organizations cannot hire and/or place “brand ambassadors” or student workers on campus to market, brand or promote fee-based or free services, events, resources or products. Job postings for ambassadors, or for positions that support or supervise the work of ambassadors, are not allowed.
- Companies/organizations cannot collect student information or photographs on campus for any reason unless pre-approved by The University or in conjunction with a career center-authorized recruiting activity.
UT students representing your company on campus share the same prohibitions as employer representatives. To this end, employers are prohibited from posting positions that require students/employees to participate in marketing, branding, recruiting, soliciting or commercial activity on campus.
The University prohibits recruiting at student organization on-campus meetings and events. Employers are prohibited from actively recruiting students; collecting resumes or other student information; sharing your information for the purpose of recruiting; tabling; or posting marketing material at these events on-campus. Upon the invitation of a student organization and following approved co-sponsorship with Texas Career Engagement and/or a college-specific career services office, approved recruiting events may be permitted on a case-by-case basis.
Equal Opportunity Policy
Employment recruiters who wish to make use of the assistance and/or facilities offered by The University of Texas at Austin must agree with the following equal opportunity policies.
Non-Discrimination Statement: It is the policy of The University of Texas at Austin to provide an educational and working environment that provides equal opportunity to all members of the University community. In accordance with federal and state law, the University prohibits unlawful discrimination, including harassment, on the basis of race, color, religion, national origin, gender, including sexual harassment, age, disability, citizenship, and veteran status. Procedures for filing discrimination complaints on the basis of gender, including sexual harassment, are addressed by HOP Policy 4.B.2. Pursuant to University policy, this policy also prohibits discrimination on the basis of sexual orientation, gender identity, and gender expression.
UT Non-Discrimination & Equal Opportunity Site
HOP Policy 4.B.1: Nondiscrimination
HOP Policy 4.B.2: Sex Discrimination and Sexual Harassment
The University of Texas at Austin is committed to this policy in the operation of recruiting and the services of this office are available only to employers who conform to this policy in hiring. Any complaint that an interviewing employer does not conform to this policy with regard to hiring will be investigated to determine whether such practices have indeed occurred.
The National Association of Colleges and Employers (NACE) provides the following internship definition and criteria: An internship is a form of experiential learning that integrates knowledge and theory learned in the classroom with practical application and skills development in a professional setting. Internships give students the opportunity to gain valuable applied experience and make connections in professional fields they are considering for career paths; and give employers the opportunity to guide and evaluate talent.
NACE Seven Criteria for Internships
- The experience must be an extension of the classroom: a learning experience that provides for applying the knowledge gained in the classroom. It must not be simply to advance the operations of the employer or be the work that a regular employee would routinely perform.
- The skills or knowledge learned must be transferable to other employment settings.
- The experience has a defined beginning and end, and a job description with desired qualifications.
- There are clearly defined learning objectives/goals related to the professional goals of the student’s academic coursework.
- There is supervision by a professional with expertise and educational and/or professional background in the field of the experience.
- There is routine feedback by the experienced supervisor.
- There are resources, equipment, and facilities provided by the host employer that support learning objectives/goals.
Academic Credit for Internships
Decisions regarding whether or not a student will be able to receive academic credit for an internship are made at the academic departmental level, not at the university level. The student is responsible for initiating the application for academic credit with the academic department.