Recruiting Policies

Employers shall comply with all nondiscrimination requirements of the Age Discrimination in Employment Act, the Americans with Disabilities Act, the US Equal Employment Opportunity Commission, and Title VII of the Civil Rights Act of 1964. These include, but are not limited to:  

1. Make reasonable accommodations for a disabled person so that he/she may participate in the recruitment activities. 

2. Avoid the use of inquiries that are considered unacceptable by EEO standards during the recruiting process. 

3. Refuse to screen and select resumes/candidates for interviews/employment based upon the race, color, religion, age, national origin or ancestry, gender, sexual orientation, mental or physical disability, marital status, or veteran status of a candidate (defined to include current students/enrollees and alumni). 

Employers wishing to participate in on-campus recruiting activities (such as information sessions, on-campus interviews, career fairs, etc.) must have positions posted with career services that meet at least one of the following criteria:  

1. Full-time position requiring at least a four-year degree and offer salary or salary/commission combination (no commission only).

2. Internship position providing professional-level experience and training requiring ongoing supervision and feedback to interns and clearly stated compensation level (paid or un-paid. See: Requirements for Unpaid Internships).  

Door-to-door and/or seasonal sales positions will not be accommodated. Employers wishing to recruit strictly door-to-door and/or seasonal sales positions may attend the Summer Job Fair ONLY. All other services (information sessions, on-campus interviews, and informational booth outside the fair, job postings in Handshake) are NOT available for seasonal sales positions. Violation of this policy will result in immediate forfeiture of recruiting rights at BYU. We reserve the right to decline any registration. On-campus recruiting activities are strictly reserved for the recruitment of students to full-time or internship positions meeting the criteria above and the job posting criteria below. Any deviance from this guideline, including, but not limited to; product promotion, services promotion, surveys, focus-groups, or other forms of product testing and marketing, and recruitment for positions not meeting the referenced criteria is strictly prohibited. Violations may result in University Career Services terminating recruiting privileges at BYU. 

All employers, recruiters, and other professionals will screen and refer applicants based upon job-related criteria only. This screening process should be managed through BYU Career Services. 

Soliciting or allowing any BYU employee to screen applicant materials/qualifications (resumes, transcripts, references, GPA, etc.), to provide a list of “top candidates,” or provide advice on which applicants should be recruited, interviewed, and/or hired is strictly prohibited. 

Full-time, part-time, internship, entry-level, and experienced/alumni positions may be posted on the University Career Services job board (Handshake). 

All positions and employers are subject to approval by Career Services and must meet these guidelines: 

• Job postings must clearly state in writing the level of compensation.  
• Internships must clearly state paid or unpaid (see requirements for unpaid internships).  
   

The following types of positions will not be accommodated: 

• Door-to-door, seasonal sales positions.
• Employment for a private individual (e.g., babysitter, private tutor, caretaker, home care, labor, etc.). 
• Positions that require fees or startup costs of applicant.
• Positions that deal primarily in the sale, production, or distribution of beer, alcohol, coffee, or tobacco.
• Positions that deal primarily with gambling, pornography, and similar activities.

• Any services or products that are inconsistent with the BYU Honor Code.

Students attending Brigham Young University are obligated to follow established ethical practices when seeking employment and/or internships. One of these practices is the expectation that students will no longer seek or consider other positions once a job or internship offer has been accepted. This holds true even if a more appealing offer is received at a later date. BYU students represent not only themselves, but the standards and character of Brigham Young University, The Church of Jesus Christ of Latter-day Saints, and all individuals associated with these organizations—past, present, and future. Consequently, reneging on accepted offers has negative repercussions that extend far beyond the student’s own reputation. Therefore, students who renege on accepted offers of employment and/or internships will be barred from accessing Handshake and other services provided by BYU Career Services. In addition, students will be required (in conjunction with appropriate campus entities) to professionally address and rectify the situation. 

Third-party recruiters may post positions at BYU; however, they may not engage in interviewing, informational interviews, or any other type of on-campus recruiting activity (with the exception of Career Fairs if clearance is obtained from Career Services). The following guidelines apply to third-party recruiters wishing to recruit at BYU. 

For part-time, internship, and full-time degree-required and full-time non-degree required positions, third-party recruiters may post positions so long as:  

• They have a recruiting contract with the client(s)/organization(s).  
• They disclose, to Career Services prior to the posting, the client(s)/organization(s) to which students’ credentials/application materials will be sent. Positions will not be posted without this information.  
• They provide a letter to Career Services prior to the posting from the client(s)/organization(s) whom they represent stating they are contracted to post positions on their behalf.  
• They disclose to the applicant the client(s)/organization(s) whom they represent once the applicant has been selected for an interview.  

• The position has not already been posted directly to BYU by the client(s)/organization(s). Position postings should not be duplicated.