Guidelines of ethical recruitment

It is the employer's responsibility to comply with all relevant federal and provincial legislation.

Information Sessions:

• When arranging information sessions, most post-secondary institutions book space on a first-come, first-served basis and it is strongly recommended that employers book early to avoid conflicts.

Guideline

• Information sessions should begin no earlier than the 1st Monday following Labour Day.

Interviews:

• Contact the career centre well in advance to reserve interview space and provide company literature. Most post-secondary institutions book space on a first-come, first-served basis and it is strongly recommended that employers reserve space early.
• Provide accurate information on job responsibilities, compensation, benefits and contact information.
• Notify all applicants individually of their status.
• Interview for positions whose starting dates are within 12 months of the initial interview.
• Respond to all candidates within agreed upon time frames and give reasonable notice (a minimum of 3 days is recommended) of any interview cancellations.
• Advise students of compensation for site or interview visits.
• Honour all offers of employment.

Guideline:

• On-campus interviews should begin no earlier than the 1st business day in October.

Job Offers:

• Provide a reasonable amount of time for students to respond to job offers.
• Confirm job offers and terms of employment in writing to students.
• Inform the career centre regularly of the status of your campaign.
• Honour all offers of employment.

Guidelines:

• Full-time job offers to students attracted via on-campus recruitment should have a minimum of 2 weeks for an acceptance deadline or until the first business day in November, whichever is the later.
• Job offers to summer students are not subject to any minimum acceptance date rules; however, it is recommended that a minimum of 1-week be provided for job offer acceptance.

Retracting employment offers
Should your company consider retracting offers made to students, please contact recruitdesautels.mgmt [at] mcgill.ca (our office )to discuss the issue.

It is the career educators responsibility to:

• Comply with all relevant federal and provincial legislation.
• Provide equitable services to all students and employers.

Interviews:

• Accommodate employers' reasonable requests for job posting, information session and interview space.
• Ensure that students have reasonable (a minimum of 5 weeks is recommended) time from the start of the school year to prepare for the on-campus recruitment process prior to the commencement of interviews.

Employment Preparation:

• Provide information, resources and advice to students on career planning and job search.
• Inform students of ethical recruitment practices, procedures and responsibilities.

Other:

• Follow legal and ethical guidelines in providing student information to employers.
• Bring to the attention of the parties involved any questionable recruitment practices.

Third party recruiters are agencies, organizations or individuals recruiting students for employment opportunities with other organizations.

The following guidelines for third party recruiters have been established to best meet the needs of students, employers and career educators.

• No direct referrals will be made for vacancies listed by third party recruiters without posting and/or contacting candidates with the information relating to the position.
• Third party recruiters will be asked to identify their clients in order that educational institutions can determine the position listed is an actual job vacancy and does not duplicate a vacancy already listed with the educational institution.
• Candidates' resumes must not be held in the files of the third party recruiter for later referral to other positions unless authorized by the candidate.

Guidelines Management:

• When scheduling on-campus recruitment activities, both employers and career educators should respect dates of religious and cultural significance.
• Guidelines should be determined and managed locally.
• Penalties for non-compliance should be:
  - determined locally;
  - have local jurisdiction, be relative in severity to the associated infraction.
  - clearly indicated to employers, well in advance of the recruitment season.

In the event of an unresolved dispute between parties engaged in on-campus recruitment, CACEE members are invited to refer the matter, and any identified penalties, to the CACEE Ethics Committee for review and recommendation via the CACEE website.

You can find the Guidelines here.

Retracting employment offers
Should your company consider retracting offers made to students, please contact recruitdesautels.mgmt [at] mcgill.ca (our office )to discuss the issue.

Students Reneging on Employment Acceptances
Should a student accept a job offer, in writing, and then later renege on their commitment or show concern over their commitment, please contact recruitdesautels.mgmt [at] mcgill.ca (our office). We take this problem very seriously and may be able to help the student think through the implications of their decision.

As always, we value your cooperation and commitment to our students. Please do not hesitate to contact recruitdesautels.mgmt [at] mcgill.ca (our office) should you have any questions or concerns.

There are employers and franchise managers who wish to hire our students for entrepreneurial opportunities that may include one or more of the following characteristics:

• Offer compensation that is based 50% or more on commission
• Request the payment of “up-front” fees for training and/or materials before the employee is able to begin working
• Charge a fee if the employee leaves before their contract is over

We want to protect our students from potential debt and unexpected liabilities, so, in order for us to approve your posting, we require employers to clearly indicate on your job description when any of these characteristics exist as part of your job offer.

For example:

• “All persons hired for this opportunity will be self-employed and compensation for this position is 100% commission-based.”
• “To work for our organization, you will be required to pay fees for training and materials before you can start working.”
• “If you leave before your contract is over, you are liable to pay a financial penalty.”

We reserve the right to not post jobs when we consider that they may place a student in a difficult situation. We appreciate your understanding.

It is the student's responsibility to:

• Comply with all relevant federal and provincial legislation.
• Provide accurate and appropriate information on resumes, application forms and in interviews.

Interviews

• Prepare for the interview.
• Notify our office well in advance if interviews must be rescheduled or cancelled.
• Acknowledge invitations for site visits or second interviews promptly whether accepted or rejected.
• Notify employers well in advance if site visits or second interviews must be postponed or cancelled.
• Accept interview invitations (second and subsequent) only when seriously considering a position with the employer.

Job Offers

• Discuss offers with employers to verify terms and reach mutually acceptable responses.
• Respond to every offer whether it is to be accepted or rejected.
• Notify employers of acceptance or rejection of an offer as soon as a decision is made.
• Notify our office immediately upon confirmation of a job acceptance to withdraw from the recruitment process.
• Honour the acceptance of the offer as it is a contractual agreement with the employer.