Regarding Recruiting Binghamton University Students and Using hireBING
Recruiting on Campus
Third Party Recruiters
Students as Employers
Right to Refuse Service
Binghamton University's Fleishman Center for Career and Professional Development is a member of the National Association of Colleges and Employers (NACE) and adheres to guidelines set forth in the NACE Principles for Professional Conduct. (link to NACE - http://www.naceweb.org/principles/)
- Employers recruiting on campus (as defined by tabling, information session/presentation, programs, interviewing and Job & Internship Fairs) will be required to complete and have on file an Affirmative Action Form. This form will be provided to you by the Fleishman Center and must be completed and returned to our office prior to your recruitment visit.
- The Fleishman Center is unable to send surveys to Binghamton University students or alumni on the behalf of an employer.
- In all instances we ask employers to provide a candidate who has interviewed with them an idea of when they will be contacting the student again regarding offer/no offer.
- When an offer is extended, the minimal time in which a student should be expected to accept/decline is 2 weeks.
- The Fleishman Center recommends that when offers are made during the fall semester for the following summer start, students have until the end of the semester recruiting season to respond.
- The Fleishman Center recommends that when offers are made during the spring semester for the summer start, students have until the end of the semester recruiting season to respond.
- The Fleishman Center recommends that an employer that extends a full-time offer to a student who has completed a summer internship with them, allow the student until the end of the semester recruiting season to respond.
- The Fleishman Center cannot support exploding offers (that is, a student is given a specific amount of time to respond and either a financial incentive is tied to the deadline and/or the offer itself, is off the table by the deadline.)
For-profit organizations are asked to review the following on unpaid internships. For unpaid internships, we ask that you review the following guidelines from the Department of Labor. Link -http://www.dol.gov/whd/regs/compliance/whdfs71.htm All six components below are required of unpaid internships, and must be followed in order for an internship to be posted with the Fleishman Center.
- The internship, even though it includes actual operation of the facilities of the employer, is similar to training which would be given in an educational environment;
- The internship experience is for the benefit of the intern;
- The intern does not displace regular employees, but works under close supervision of existing staff;
- The employer that provides the training derives no immediate advantage from the activities of the intern; and on occasion its operations may actually be impeded;
- The intern is not necessarily entitled to a job at the conclusion of the internship; and
- The employer and the intern understand that the intern is not entitled to wages for the time spent in the internship.
The Fleishman Center for Career and Professional Development reserves the right to decline or remove a posting within hireBING.
To post positions within hireBING, employers that are third party recruiters must identify themselves as such in the particular jobs posted as well as in the profile section in hireBING. They cannot require payment of any type by the candidate. Third party agencies must identify to the Fleishman Center, the organization on behalf of whom they are hiring.
- Access to student/alumni resume books on hireBING is to be utilized for employment purposes only.
- hireBING is not a source for the posting of training or post graduate education programs.
Current Binghamton University students, who operate a business or serve as an employer, need to consult with the Fleishman Center's Employer Services staff prior to requesting use of any of the Fleishman Center's employer services.
We reserve the right to refuse service to employers for factors such as the following:
- Misrepresentation by dishonesty or lack of information
- Complaints by students
- Harassment of Binghamton students, alumni, or staff
- Breach of confidentiality
- Requiring, at the time of application, personal information such as bank and social security numbers
- Positions not likely of interest to college students or alumni
- Excessive outlay of personal funding required to obtain the position
- Failure to adhere to Fleishman Center policies and/or any violation of Binghamton University rules and regulations, and location, state, or federal laws.