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Recruitment Policies

Waffle House Recruitment talk on campus


Western Carolina University is a member of the National Association of Colleges and Employers (NACE), the professional association for college recruiters and career services professionals. As members, we abide by the NACE Principles for Professional Practice, a document that serves as the ethical framework and foundation for practices within the career services and recruiting fields. If you would like to read the Principles for Professional Practice document in its entirety, you can find it on NACE's website.

Non-Discrimination Policy

Western Carolina University is committed to equal employment opportunity for all persons regardless of race, color, religion, sex, age, national origin, citizenship status (as defined under the Immigration Reform and Control Act), disability, or veteran's status. Western Carolina University is also committed to provide all of its programs and activities to its students and alumni on a nondiscriminatory basis.

Equal employment opportunity extends to all aspects of the employment relationship including hiring, recruiting, interviewing, selection, transfer, promotion, training, working conditions, compensation, benefits, and other terms and conditions of employment.

Western Carolina University expects that any employer or third-party organization representing an employer that uses its facilities, including but not limited to the career services office, for the purpose of recruiting full-time, part-time, and temporary employees or interns and cooperative education students, complies with federal and state equal employment opportunity laws in its recruiting and hiring. Western Carolina University also expects that employers, third-party organizations, and their representatives strive to eliminate all forms of harassment, including sexual harassment in their recruiting, hiring, and selection process.

Alcohol Policy

As a NACE member Western Carolina University follows their Principles' document which states "Serving alcohol should not be part of the recruitment process on or off campus. This includes receptions, dinners, company tours, etc."

Given the concerns of colleges and universities about the abuse and misuse of alcohol by students, serving alcohol during the recruitment process sends the wrong message. Further, many college students are younger than the state's legal drinking age, and many college campuses have a zero-alcohol-tolerance policy in effect. Therefore, serving alcohol could be in violation of a state's law and a school's policy.

Service Guidelines

  1. WCU reserves the right to refuse service to any employer that violates the NACE Principles for Professional Practice or any WCU policy.
  2. WCU works with third parties only under limited circumstances, which are outlined in detail in the Third-Party Policy statement at the bottom of this page.
  3. WCU reserves the right to refuse service to any employer if a review of the specific opportunity or nature/status of the company suggests that it is inappropriate for our service population; if students are injured or exposed to unsafe working conditions; if the employer discriminates; or if WCU receives student complaints about discrimination, harassment, threats, unsafe working conditions, or any other questionable circumstance.
  4. WCU will not provide service to any employer requiring upfront payment of any kind or the purchase of products or work equipment/tools (with the possible exception of safety equipment such as steel-toed boots).
  5. Employers seeking to hire intern candidates must complete the WCU Memorandum of Agreement Form. WCU employers are expected to abide by the policies outlined in this form.
  6. In the event that a Western Carolina University Intern experiences any harassment or actual or potential harm at the workplace, the employer's recruiting privileges will be suspended pending a resolution of the situation that is satisfactory to WCU.
  7. WCU does not recommend or select candidates for employers.
  8. Your account as an employer provides you a limited, terminable right to access and use the WCU JOB CAT site only for your internal business use to seek candidates for employment and scheduling interviews.

Job Postings

  1. Job postings must be actual, current openings for internships, and/or traditional, W-2 or 1099 full-or part-time employees.
  2. Your job postings or e-mails must contain sufficient detail to convey clearly to the user the nature and basic requirements of the job opportunity.
  3. WCU will review the employer's website and each job description (whether a job listing or for an on-campus interview) for appropriateness. Opportunities suitable for other majors will be shared with the relevant department on-campus.
  4. Intern employers should clearly specify the nature of any housing or relocation assistance in any interview information, posted job listings, and company profile. It is not appropriate to expect a student to relocate out of state without financial assistance or assistance locating appropriate, safe, affordable housing. WCU reserves the right to insert alerts in any posted information for those employers that do not provide assistance to ensure that students are able to make informed decisions.
  5. Your job postings or e-mail communications may not contain anything that is sexually explicit, obscene, libelous, defamatory, threatening, harassing, abusive, or hateful; or anything that is embarrassing or offensive to another person or entity.
  6. You may not use your job postings or e-mail to post advertisements or solicitations for employment in the pornography industry; the gambling industry, or post pyramid schemes.
  7. You may not use your job postings or e-mail to post false, inaccurate, or misleading information.

Online Career Resources Page Policy

In order to post a link to our website on our online resources page your website must meet the following criteria:

  1. Your website must be free for students to register for an use
  2. WCU will only post one link per website. If you have multiple subpages, please provide us the link to your main page or menu page, or choose the subpage that you feel will most benefit the students at Western Carolina University.

We reserve the right to refuse addition to (or to facilitate removal of) your link from our Career Links page for factors such as the following:

  • Misrepresentation by dishonesty or lack of information
  • Fraud
  • Complaints by students
  • Harassment of WCU 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 our students or alumni
  • Excessive outlay of personal funding required to obtain the position
  • Any violation of WCU rules and regulations, and local, state, or federal laws

To have your link referenced in our website please provide the following to Ms. Trina Royar:

  • Name of company/website
  • Website URL
  • What services does your website provide?
  • Does your website charge any fees?
  • Does your website require the creation of an account in order to view content?
    • If so, can you create a test account so that we can view the website’s content?
    • Why do you feel that your website would be of benefit to WCU’s students?

Resume Access

  1. WCU will not give account access or forward resumes to home-based businesses.
  2. WCU will not send resumes to personal e-mail accounts.
  3. We do not send resumes or give any employer passwords to corporate "student ambassadors" or "student campus recruiters." It is a violation of professional standards to provide a student's resume to a fellow student for review and decision-making.

On-Campus Recruiting

  1. Cancellations: Employers that cancel interview schedules once the student sign-up window has opened are responsible for contacting students who were invited to interview to inform them of the cancellation.
  2. Space available: During peak periods, WCU may limit the number of interview rooms available for a given employer. Employers with a history of reserving more schedules than they can fill will be limited to one more room than was filled in the prior year.
  3. Extra space/"room only": If you will need additional space for tests or administrative purposes, please request a "room only" at the time you request interview space, as same-day requests often can't be accommodated.
  4. Missed deadlines: WCU will make repeated efforts to contact employers who miss on-campus recruiting deadlines. However, should the employer fail to acknowledge reminder calls or e-mails, WCU reserves the right to determine whether to change the schedule from pre-select to qualified open or to cancel the interview schedule.
  5. Schedule issues: WCU will make every effort to customize interview schedules to accommodate recruiters' needs; similarly, WCU will make every effort to ensure that only students who match the employer's stated qualifications and work authorization are able to interview. Employers who decide to remove individuals from interview schedules are responsible for notifying those candidates and explaining why they were removed.
  6. Schedule timing: Employers should consider travel implications before interview schedules are finalized—or at least before student sign-up begins—to minimize conflicts on the interview date. WCU will gladly accommodate employers' schedule preferences when stated in advance. Please note that all interviews (and tests) should be planned to conclude by close of business at 5 p.m.
  7. Intern housing: Intern employers should clearly specify the nature of any housing or relocation assistance in their interview information and company profile. WCU reserves the right to insert alerts in any posted information for those employers who do not provide assistance to ensure that students are able to make informed decisions.


  1. WCU strongly discourage employers from requesting that students provide official transcripts at the initial interview. The fee for processing official transcript requests can present a financial burden to students who actively participate in interviewing. Employers that simply want to see courses completed can do so by requesting an "unofficial" transcript, which students can download from their account at no charge.
  2. Social security numbers should not be used during the hiring process.

Legal Notes for Employers

  1. The Family Education Rights and Privacy Act (FERPA) requires signed written consent from a student prior to the disclosure of personally identifiable information from education records by an educational institution. Students are required to sign such a consent form so that this office can legally provide their information to potential employers. Please refer students to the Career Center in this instance.
  2. Employers should know that re-disclosure of student information is prohibited. In other words, employers who receive students' resumes and educational information may use it only for the original purpose for which disclosure was granted. 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 any purpose 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.
  3. The University Office of Legal Affairs has advised all University faculty and staff that they are not to sign "hold harmless" agreements. Please have students bring "hold harmless" agreements to the Center for Career and Professional Development for processing.

Third Party Recruitment Policies

The mission of the Center for Career and Professional Development at Western Carolina University is to link students who seek pre- and post-graduate career opportunities with employers who wish to hire them. WCU does not provide resumes, access to student candidate information, or access to our online job listing service to third parties; nor are third parties permitted to attend career fairs or schedule interviews on campus.

Assistance Provided to Third Parties

Third parties (see definitions below) which do not charge a fee to the candidate may fax, mail, or e-mail job opening information if accompanied by information describing the organization and its fee structure. This information will be placed on our website which is available to students who may be interested in pursuing such opportunities. In some instances, at the discretion of WCU staff, detailed job descriptions which have been e-mailed may be forwarded to appropriate candidates who may wish to pursue the opportunity.


Exceptions to the above policy may be made in the following cases:

  1. If the employer has initiated a request that this office work with a third party for college recruiting logistics (services will be limited to recruiting logistics).
  2. WCU will consider working with third parties which are the exclusive hiring agency for a particular organization which has provided written documentation of this arrangement (although resume access will not be provided).

The WCU Director will gladly review additional written requests for exceptions.


The National Association for Colleges and Employers (NACE), the national professional association for college career services offices and employers, defines third party recruiters as follows: "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."

The above definition includes, but is not limited to, the following entities regardless of the fee structure used by the entity to charge for services.

  1. 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.
  2. 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.
  3. Contract recruiters—organizations that contract with an employer to act as the employer's agent in the recruiting and employment function.
  4. Resume referral firms—commercial organizations that collect data on job seekers that is marketed to prospective employers. Fees may be paid by the employer, the job seeker, or both.
  5. Commercial job listing/resume collection web sites—it is not compatible with the mission of WCU to promote businesses which collect candidate resumes for the purpose of marketing those to employers.

Temporary Agencies

Temporary agencies/contract firms that contract with employers to provide individuals qualified to perform specific tasks or complete specific projects for a client organization may be considered as employers, not third-party recruiters. Individuals hired would perform work at the client organization, but are employed by and paid by the agency. Temporary agencies will be expected to abide by the professional practice principles set forth by NACE for employer professionals at Temporary agencies may forward information about openings (as described above in paragraph 2) as long as the temporary nature of the position is clearly stated in the job description provided.

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