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NSM Career Center

Employer Recruiting Policies

Purpose & Standards

The NSM Career Center's recruiting policies are designed to protect students and support a fair, reliable recruiting process for employers. Employers who recruit through the NSM Career Center are expected to follow the NACE Principles for Ethical Professional Practice and comply with all applicable federal and state employment laws.

By using NSM Career Center services, employers acknowledge they have reviewed and will adhere to these policies.

1. Equal Opportunity & Professional Conduct

Employers recruiting NSM students must not engage in unlawful discrimination during recruiting, interviewing, selection, or employment. This includes discrimination based on race, color, national or ethnic origin, age, religion, disability, sex, sexual orientation, gender identity or expression, veteran status, or any other characteristic protected by law.

Recruiting practices should be transparent, accurate, and consistent with accepted professional norms in recruiting, interviewing, and selection.

2. Employer Eligibility

To participate in recruiting through the NSM Career Center, employers must:

  • Recruit for legitimate internships, research opportunities, co-ops, or full-time roles aligned with a student or graduate career pathway
  • Conduct recruiting activities directly through the organization's employees (not through outside representatives recruiting on behalf of another company)
  • Provide accurate information about the organization, the position, and compensation expectations where applicable

The NSM Career Center reserves the right to refuse or discontinue participation for any organization that misrepresents opportunities, violates these policies, violates NACE standards, or violates applicable employment laws.

3. Employer Account Registration Requirements (HireNSM)

The NSM Career Center uses HireNSM, powered by Symplicity. Employers requesting access must provide complete and credible organization information, including:

  • A complete contact name (first and last)
  • A clear company/organization description
  • A verifiable corporate address (residential/private addresses are not accepted)
  • A company email address that matches the organization's domain (personal email accounts are not accepted)
  • A functional organization website that aligns with the organization name (social media pages alone are not sufficient)

4. Promotion of Opportunities & Events

For the NSM Career Center to promote a job posting, event, or recruiting activity, the employer must have an approved employer account in HireNSM. This includes marketing recruitment events and sharing on-campus or off-campus opportunities with students.

5. Job & Internship Posting Policies

The NSM Career Center reviews positions submitted through HireNSM and may remove or decline postings that are misleading, inappropriate, or not aligned with student career outcomes.

Postings are not permitted if they:

  • Require personal financial information (bank account details), Social Security numbers, or photos at the time of application
  • Require candidates to pay fees, purchase products, make an upfront investment, or recruit others for financial incentives
  • Advertise primarily commission-only roles without clear structure, training, and legitimacy
  • Appear fraudulent or inconsistent with professional employment standards

Unpaid opportunities may be reviewed more closely to ensure they are appropriate and compliant with applicable guidance.

6. Third-Party Recruiters & Staffing Agencies

A third-party recruiter is an organization recruiting candidates on behalf of other organizations rather than for its own hiring needs.

Third-party recruiters may be required to clearly identify the client relationship and the hiring organization within the job posting and employer profile.

Organizations may not use NSM recruiting channels to collect student information for unrelated marketing, resume harvesting, or list-building.

The NSM Career Center may restrict or deny third-party participation, including on-campus recruiting, when the recruiting organization is not the direct hiring employer.

Staffing/temporary agencies that directly employ and pay the candidate are considered employers, but postings must still meet all policy requirements.

7. On-Campus Recruiting Policies (Interviews & Hiring Activities)

On-campus recruiting may include interviews (in-person or virtual), information sessions, employer pop-ups, and promotion of opportunities.

Interview Timeline

  • On-campus interview requests should be submitted at least six weeks in advance
  • For preselect interviews, student invitation timelines depend on employer list submission and student response windows
  • Employers are expected to notify the NSM Career Center promptly of schedule changes and cancellations so students can be informed in a timely manner

Information Sessions & Recruiting Events

  • Requests should be submitted at least six weeks in advance
  • Employers may be asked to provide a high-resolution logo and a short overview of the session for promotion

8. Communication Expectations

Recruiting outcomes improve when employers and candidates communicate clearly and consistently. Employers are expected to:

  • Communicate next steps and timelines during the interview process
  • Provide timely updates to candidates, even when decisions are still in progress
  • Notify candidates who are no longer under consideration once the process concludes

9. Offers, Acceptances & Reneging

Employers should provide offer terms in writing and allow candidates reasonable time to make informed decisions, consistent with NACE guidance.

If an employer must withdraw an offer for any reason, the employer should notify the NSM Career Center as soon as possible. If a student reneges on an acceptance, employers are encouraged to notify the NSM Career Center so the office can address the behavior appropriately.

Reneging on offers or acceptances is considered unprofessional and can damage long-term campus recruiting relationships.

10. Citizenship, Work Authorization & Fair Screening

Employers may ask whether a candidate is legally authorized to work in the United States and whether the candidate will now or in the future require visa sponsorship.

Employers should not use citizenship, national origin, or visa type as a screening tool to exclude otherwise qualified and work-authorized candidates, except where a specific legal or regulatory requirement applies (for example, a citizenship requirement tied to certain federal regulations or grant restrictions).

Interview questions should avoid topics that are not job-related, including questions that attempt to elicit citizenship or national origin details.

11. Policy Enforcement

The NSM Career Center may deny, suspend, or remove employer access to HireNSM and NSM recruiting services when there is evidence of:

  • Misrepresentation of the organization or position
  • Fraudulent or unsafe recruiting activity
  • Unlawful discrimination
  • Repeated failure to follow timelines, cancellations without notice, or unprofessional conduct
  • Violations of NACE standards or applicable laws

12. Questions or Concerns

If you have questions about these policies or need help using HireNSM to recruit NSM students, please contact the NSM Career Center.