All job and internship postings are subject to approval. The Center for Career Services (CCS) reserves the final right to determine which postings are appropriate for Montclair State University students and alumni.
CCS will not accept postings from any of the following:
- Third party recruiters who cannot disclose the name of the employer whom they are representing and the full work location.
- Employers and individuals offering employment/entrepreneurial opportunities based on a ‘pyramid’ or ‘multi-level’ type of networking structure requiring or encouraging the recruitment of others who recruit others to sell products and services. These employers are also not permitted to recruit on campus or attend career fairs.
- Employers who make use of exploding offer practices (e.g., requiring candidates to accept an offer within a very short time frame and/or extending more offers than openings available and telling applicants offers will be accepted on a first-come, first-served basis).
- Employers who post positions that require applicants be charged a start-up or investment fee (including licenses and certifications).
- Employers posting year-round, full-time positions that do not require at least a bachelor’s degree.
- Employers offering positions that pay less than minimum wage.
- Employers must always use corporate email addresses, not email addresses with personal email extensions; e.g. Gmail, AOL or Yahoo etc. Positions that list these emails will not be posted.
- We do not accept positions that involve:
- Construction/home repair.
- Working in a private residence, including child care, clerical support, household help, tutoring and elder care.
- Janitorial services.
- Door-to-door solicitation.
Solely commission-based positions will not be promoted by CCS and will not be posted on Handshake. CCS requests that commission-based positions (e.g., base salary + commission) be submitted for review, prior to posting on Handshake, or use of CCS services/events. Employers will submit the following criteria as part of the review process.
- Does this position require a college degree?
- Does this position offer base pay plus commission? If so, please specify.
- Does this position have a documented earning record? If so, please specify.
- Does your organization provide and reimburse training?
- Is the employee required to purchase supplies/materials? If so, what is the dollar amount?
CCS may attach the above responses to a commission-based posting so applicants are made fully aware of position requirements and history. CCS reserves the right to deny a company both posting and campus privileges if an employer misleads/attempts to mislead CCS and applicants.
In addition to the General Posting Guidelines above, CCS will not accept internship postings from any of the following:
- Employers who do not adhere to our commission-based posting policy.
- Internships that take place in private homes including, but not limited to, maintenance and child or elder care.
- Employers posting internships that do not require the pursuit of a bachelor’s degree.
- Positions involving the student as a research subject.
- Positions that involve the student having to monetarily invest in any equipment, training or services.
- Employers offering internships that do not provide an environment that is for the educational benefit of the intern and contributes to the student’s career goals.
Prospective employers considering students for internships should be aware that guidance issued by the U.S. Department of Labor interpreting the Federal Fair Labor Standards Act (FLSA) stating that “for-profit” and private sector employers located anywhere within the United States are required to pay interns the federal minimum wage unless the following conditions are met:
- The internship, even though it includes the 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.
- The employer and the intern understand that the intern is not entitled to wages for the time spent in the internship.
In addition, New Jersey Wage and Hour laws state that both for-profit and not-for-profit organizations located within the State of New Jersey are required to pay student interns the state minimum wage unless the following additional conditions are met:
- The activity must be related to a formal school-to-work transition plan for a student.
- There is collaboration and planning between worksite staff and school staff resulting in clearly identified learning objectives related to the non-paid activities.
- Any productive work is incidental to achieving learning objectives.
- The student receives credit for time spent at the worksite and the student is expected to achieve the learning objectives.
- The student is supervised by a school official and a workplace mentor.
- The non-paid activity is of limited duration, related to an educational purpose and there is no guarantee or expectation that the activity will result in employment.
- The student does not replace an employee.
If all of the factors listed above are not met, federal and state law would require the student to be paid the applicable minimum wage.
In addition to the Internship Posting Guidelines above, employers are required to complete the following steps when considering to provide an intern with a remote experience:
- Provide a thorough description of the intern’s role outlining all responsibilities and expectations.
- Request that students utilize a project management tool (ie: Office 365, Google Docs), which allows the supervisor to go online and monitor the intern’s work. The work should be stored in the “cloud” (not on a single PC) so it is always available for review.
- Maintain daily contact with intern via email regarding hours worked, accomplishments, and any issues or questions that may arise.
- Organize a weekly phone or virtual meetings via conferencing technology, to review status of projects and provide feedback.
- Conduct periodic in-person meetings at the office or public location to ensure face-to-face interaction between intern and supervisor; if in-person meetings are not possible, please conduct these periodic check-ins virtually using conferencing technology such as Zoom, Skype, etc.
- Complete an Evaluation of the intern, both midway and at the end of the semester, to alert student of progress and skills gained through the experience.
- Continue communication with MSU; including notification of any change to intern’s status and/or performance.
- If an internship requires a confidentiality agreement, a copy of the agreement will be sent to the Center for Career Services and the employer will secure the intern’s written assent to the agreement before allowing interns to begin work or granting access to company information.
- The National Association of Colleges and Employers (NACE) defines a third-party recruiter as an individual, agency or organization that recruits candidates for temporary, part-time or full-time employment opportunities for another organization. The following guidelines, adapted from NACE, outline professional standards of conduct to insure a productive and successful relationship.To identify current students, recent graduates and experienced alumni, third-party recruiting organizations agree to:
- Disclose the client, or clients, that the third-party recruiter is representing, to whom the student’s/applicant’s credentials will be disclosed, and the types of positions for which the third- party recruiter is recruiting. The Center for Career Services will be permitted to verify this information by contacting the client(s).
- Follow EEO standards in the screening, recruiting and referring of qualified applicants to employers without regard to the race, color, national origin, religion, age, gender, sexual orientation or disability.
- Not charge Montclair State University applicants for any services rendered.
- Provide accurate information to applicants and the Center on the terms and conditions of the services.
- Obtain written consent from applicants prior to disclosing any information to organizations.
- Under no circumstances can applicant/student information be disclosed for other than recruiting purposes nor can it be sold or provided to other entities.
- Provide applicants with copies of documents, including signed applications/agreements.
- Not prohibit, restrict or penalize applicants from accepting a job directly with a client company.
- Third party recruiters are welcome to post positions and may participate in information sessions, but may not be permitted to participate in other visibility programs.
- To establish a partnership and participate in recruiting activities with Montclair State University, all third-party recruiting organizations must agree to the criteria outlined above
- Third party recruiters must demonstrate they are licensed by the State of New Jersey.
- Third party recruiters may not request resume books.
On-Campus Student Employment Policy
- Please refer to Montclair State’s Student Employment Policy, approved by Human Resources.
Employers and third party recruiters must comply with the University’s Equal Opportunity Policy.
NACE Principles for Professional Practice
CCS expects that all employers who recruit on-campus will subscribe to the principles of professional practice set forth by the National Association of Colleges and Employers. Review NACE’s Principles for Professional Practice.
On-Campus Recruitment Timelines
When scheduling on-campus recruitment activities, please allow the following lead times:
- On-Campus Interviews – six weeks.
- Information Sessions – at least two weeks.
- Tabling in the Student Center – at least two weeks.
- Workshops for students – two to three weeks.