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With Third-Party Recruiters
Student's Guide to Interviewing With Third-Party Recruiters
As you conduct your job search you will find that some employers hire third-party organizations to assist them in identifying and hiring college students. An employer can hire a third-party organization to do on-campus recruiting, represent the company at a job fair, screen job candidates who apply through an Internet web site, or other hiring activities. Many college career centers allow third-party recruiters to work with students through their offices. Some have special policies that apply to how, when, and where third-party recruiters can work with students. The (name of your career services office) at (name of your college/university) recommends that you be aware of issues that are pertinent to working with these organizations. (Career services staff can insert a statement that tells students where they can read the institution's policy on third-party recruiters.)
The National Association of Colleges and Employers (NACE) defines third-party recruiters as "agencies, organizations, or individuals recruiting candidates for temporary, part-time, or full-time employment opportunities other than for their own needs." Categories of third-party recruiters include:
- Employment Agencies: Employment agencies list positions
for a number of 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 or by the candidate who is hired.
If the job listing does not include the phrase "fee paid," be sure
to ask who pays the fee before signing any papers.
- Search Firms: A search firm contracts with employers
to find and screen qualified persons to fill specific positions. The
fee is paid by the employer. Search firm representatives will identify
the employer they represent.
- Contract Recruiters: Employers hire contract recruiters
to represent them in the recruiting and employment function.
- Resume Referral Firms: A resume referral firm collects
information on job seekers and forwards it to prospective employers.
Data can be contained in resumes or on data forms (either paper or
electronic). The employer, job seeker, or both may pay fees. You must
give the firm written permission to pass your resume to employers.
Your permission should include a statement that expressly states to
whom and for what purpose the information can be used.
Questions to Ask
A third-party recruiter may be helpful to you in your job search, but be a wise consumer. Read all materials carefully. Ask questions. Ask your career services office staff for information. Ask a lawyer to read any contracts you are asked to sign. Here are some general questions you may want to ask:
- How many job openings are there for someone in my field?
If you have the opportunity, inquire about the positions being filled
or the number of openings related to your field. These are important
questions because, in some instances, recruiters may not really have
the type or number of openings they advertise. They may be more interested
in adding your name to their candidate pool as a means of attracting
more employers or clients to their services. Or they may be collecting
resumes from students for potential job opportunities. (Name of your
institution/career center) does not allow third-party recruiters to
interview students unless they are trying to fill actual job openings.
- How is this information being used? A third-party
recruiter is allowed legally to share your resume with the contract
employer for positions that you are actually seeking. The recruiter
must tell you, in clear terms, that your materials and information
will not be shared outside the organization or used for any purpose
other than with the company they represent at the time they interview
you. The third-party recruiter cannot sell your information to anyone
else. You may choose to authorize the recruiter to share your data
elsewhere, but your authorization should be given to the recruiter
in writing.
- Are candidates treated equally and fairly? If you
are qualified for the job opportunity, the third-party recruiter must
pass your information to employers without regard to your race, color,
national origin, religion, age, gender, sexual orientation, or disability.
- Who pays the fee? Before you agree to anything
or sign a contract, ask the recruiter who will pay the fee.
For assistance with these questions or other related topics, contact
the (name of institution/career center, your campus address, and hours
you are open). NACE members may print, modify, photocopy, and distribute
the document to students or link to this document from their web sites.
This document cannot be republished on a web site: NACE does not grant
permission for electronic reproduction of its materials. Nonmembers
must contact Claudia Allen for information on obtaining reprint permission.
Copyright © 1999 National Association of Colleges and Employers
Copyright 2006, The ECU Career Center
The Job Seekers Toolkit v3 was compiled by Alexander
Marciniak
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