By acting in accordance with these policies and guidelines, individuals and organizations can help the Career Center maintain a professional, fair and successful recruiting environment for all parties concerned. Show
Employer Policies Employer PoliciesThe Career Center at the University of California Berkeley maximizes employment and internship opportunities for its students by offering a range of services to facilitate recruitment of prospective candidates, including, but not limited to, job/internship postings, on-campus recruiting, career fairs, and information sessions. The Career Center requires that any recruiting organization or individual utilizing these services must agree to the Terms and Conditions and must abide by all applicable federal, state, and local employment laws, including Equal Employment Opportunity laws, University of California rules and regulations, and the National Association of Colleges and Employers (NACE) Principles for Ethical Professional Practice. (Refer to the detailed resources below.) The Handshake system is the web-based portal for publicizing all bona fide full-time, part-time, seasonal, and short-term positions and other recruiting activities for small and large businesses, government agencies, nonprofit organizations, on-campus employers, households, and individuals. All recruiting organizations or individuals are expected to accurately describe their organizations, positions and position requirements when posting their information on Handshake or when representing their firms and opportunities at any campus recruiting events. Postings requiring donations, application fees, investments, or offering items or services for sale cannot be advertised on Handshake. The Career Center reserves the right to refuse service to organizations or individuals due to any of the following:
ResourcesUniversity of California
US Equal Employment Opportunity Commission
US Department of Labor
US Department of Education
Other Federal Workplace Laws & Resources
State of California
Professional
Third-Party Recruiters The Career defines Third-party recruiters as agencies, organizations, or individuals recruiting candidates for temporary, part-time, or full-time employment opportunities for other organizations rather than for internal positions. This includes entities that make referrals or recruit for profit or not for profit, and it includes agencies that collect student information to be disclosed to employers for purposes of recruitment and employment. Examples are employment agencies, search firms, contract recruiters, venture capital firms acting on behalf of their portfolio companies, and online job posting or resume referral services. Third party recruiters may utilize Career Center job listing services, participate in on-campus recruiting and attend select career fairs. They will be required to verify in advance whether they are recruiting for their own organizations or for their clients. Third-party firms who are recruiting for positions within their own organizations must clearly differentiate those opportunities from their client engagements. Failure to abide by these third-party requirements will result in loss of access to Career Center services. Third-party recruiters representing client organizations must:
Start-ups The Career Center has established these criteria for identifying appropriate entrepreneurial employment opportunities for promotion through its services. Start-ups must have progressed sufficiently in their business development process so that they can:
Those ventures who cannot meet these guidelines may recontact the Career Center at a later stage to discuss access to services. Job Offer GuidelinesDue to the COVID-19 pandemic and associated economic impact, the entry-level job market and campus recruiting timeline has faced substantial disruptions. The policies below were updated to allow increased flexibility during the uncertain future ahead. The National Association of Colleges and Employers (NACE) advises that, “Experience shows the best employment decisions for both students and employers are those that are made without pressure and with the greatest amount of information and transparency. Students given sufficient time to attend career fairs, participate in on-campus interviews, and/or complete the interviewing in which they are currently engaged are more likely to make good long-term employment decisions and may be less likely to renege on job acceptances.” Recognizing that students need time to make informed decisions when comparing and responding to offers and employers need to be able to effectively manage their time-sensitive recruitment processes, the following guidelines are intended to provide students and employers a fair and transparent framework for managing the offer phase of the process in this increasingly competitive job market:
Exploding Offers The UC Berkeley Career Center defines an exploding offer as any offer which does not conform with the offer guidelines listed above. Students should not be pressured to accept offers “on the spot” or "early,” whether this is based upon a shorter timeframe for consideration overall and/or due to any special diminishing incentives attached, e.g., tiered or expiring bonuses, reduced options for location preferences, etc. The Career Center expects all employers to refrain from such practices when recruiting Cal students and alumni. Compensation and Fees
The Career Center reserves the right to remove job listings on Handshake or decline further service to those employers who do not abide by these compensation/fee guidelines. OCR & Job Posting Guidelines
Confidentiality of Student Information By completing the Handshake registration form and submitting resumes and other application materials for opportunities posted on Handshake, students provide the Career Center authorization to release employment materials to those selected prospective employers. Employment professionals must maintain the confidentiality of all student information released to them, regardless of the source, including personal documents, written records/reports, and computer databases. This means that there should be no disclosure of student information to another organization without the prior written consent of the student, unless necessitated by health and/or safety considerations, in accordance with the Family Educational Rights and Privacy Act (FERPA). Employment Eligibility In compliance with the Department of Justice's rulings regarding citizenship discrimination and best practices for online job postings, the UC Berkeley Career Center does no screening of candidates or verification of work authorization. Employers may include employment eligibility information in their Handshake job descriptions as a point of information for potential candidates so that the candidates may self-screen. Employers are encouraged to consult with their legal counsel and establish legally permissible internal screening procedures before posting jobs or recruiting on campus. The Career Center reserves the right to modify or remove any statements or job postings that include any potentially illegal or discriminatory language. More information re: the DOJ's decisions can be found at: GPA Students' GPAs are self-reported in Handshake and the Career Center does not verify the accuracy of student GPAs. Employers may include this information in their job descriptions as a point of information for potential candidates. Employers may also request unofficial grade reports or transcripts from students or alumni as part of their required Handshake application documents in order to verify academic performance. Alcoholic Beverages In compliance with the University's policy prohibiting the use of alcoholic beverages, employers should not serve alcoholic beverages at any employer-related functions held on or off campus. Exceptions to Policies and Guidelines The Career Center reserves the right to make exceptions to these policies and guidelines as warranted by special circumstances, i.e., in certain situations deemed to be acceptable and beneficial to our students, the Career Center, the University, or recruiters using our services. Such exceptions will be considered on a case-by-case basis. Any exception made does not constitute a change in policy, nor is there a guarantee that this same decision will apply in the future. Back to Employer Services Home Which of the following is the first step you should take when searching for a job or an internship?Certainly a good first step on any job or internship search is getting in touch with personal, academic, and professional contacts and networking with them about potential opportunities. Looking online is great because all of a sudden your swimming in a much bigger pool. Search for POSITIONS, not for a company.
Which of the following is the first step of the process of applying for a job?For many employers, asking you to complete a job application is the first step in the hiring process. Depending on the circumstances, you might complete an application in person, online, or before an interview. Some employers require an application even if you've submitted a resume.
Which of the following documents contains a summary of your education skills accomplishments and previous work experience?A résumé is a brief document that summarizes your education, employment history, and experiences that are relevant to your qualifications for a particular job for which you are applying. The purpose of a résumé (along with your cover letter) is to get an interview.
Which of the following should be included on your resume?You already know that the "must-have" resume sections are: Contact Information, Resume Profile, Work History, Education, and Skills. There are a few optional sections that you can add as well, including achievemets, certifications, or a hobbies section.
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