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California State University, Long Beach
Student getting information for a Job Fair Employer
 

CSULB Employer Services Guidelines

To insure the quality of our services and to acknowledge the collegiate nature and mission of California State University, Long Beach (CSULB), to protect student privacy, and to limit the risk to CSULB students, alumni, and other users of our services, CSULB Career Development Center (CDC) establishes these guidelines for all employer services provided through our office.

BeachLINK - Online Job & Internship Posting Policies

The Career Development Center does not provide a referral service, and makes no guarantee that all jobs posted will be filled.

  1. All job and internship listings are posted at the discretion of the Career Development Center, and we reserve the right to choose to not post a position if it does not appear to support the best interests of students and/or the University.
  2. The Career Development Center serves the entire CSULB student population and will not advertise positions or sponsor organizations that restrict consideration to specific populations, i.e. Hispanics, Disabled Students, Japanese citizens, etc.
  3. The Career Development Center will only advertise opportunities that target specific majors, departments, clubs and organizations if they also consider other students or have opportunities open to all interested students.
  4. We will not post positions that appear to discriminate against applicants on the basis of race, color, religion, creed, age, national origin, disabled or Vietnam Era veteran status, sexual orientation, disability, or gender.
  5. We do not post positions that require an investment of cash or other purchases by the prospective employee. The only exception to this will be necessary and appropriate personal safety clothing and gear or equivalent.
  6. We do not post anonymous ads or positions submitted by third party recruiters who do not identify themselves as such in their job announcements or who do not provide us with client contact information if requested.
  7. Positions must pay at least minimum wage for the state of California - currently $8.00 per hour. If the position is salaried, the salary divided by the hours worked must at least equal minimum wage (calculated over any time scale such as hourly, weekly, semi-monthly, monthly, or annually).
  8. Positions may be posted on BeachLINK for up to six months at a time. Positions can also be posted in our employment binders for one month from date of receipt, or until we are notified the position(s) are filled.

Jobs & Internships typically posted on BeachLINK or in our employment binders include:

  • Name and contact information of employer
  • Position Type (full time, part time, federal work study, seasonal or summer, internship, volunteer)
  • Job Title
  • Job function
  • A clear job description (qualifications, responsibilities, skills and abilities required to do the work)
  • Posting Date and Expiration Date
  • Desired Major
  • Location of employment
  • Application instructions
  • Hourly rate (must pay at least minimum wage for the state of CA - $8.00)
  • Salary (Though not required, we strongly suggest providing a salary or salary range when submitting Full-Time job postings)

Due to the frequency of searches by salary on BeachLINK, our students appreciate when this information is available. A few online resources have been listed for convenience.

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Provision of Services

The Career Development Center will provide services for organizations and opportunities that meet the following basic criteria:

  1. The employer complies with all federal, state, and local equal employment opportunity regulations.
  2. The organization accurately describes the responsibilities and requirements of the opportunity in all publicity, including publicity for information sessions.
  3. If a paid position, the rate of pay is at least California State minimum wage (calculated over any time scale such as hourly, weekly, semi-monthly, monthly or annually).
  4. If the advertised position is an unpaid internship, this condition is clearly publicized in the position description, as well as the requirement that the interning student must receive course credit in conjunction with an academic unit of the University.
  5. If compensation for the position will be commission only, this condition is clearly disclosed in the position description or any recruitment materials.
  6. If the organization requires an initial payment or investment, full disclosure must be included in the position description and/or recruiting materials. Investments of this type may include, but are not limited to: requirement to attend unpaid orientation or training sessions; direct payment of a fixed fee; payment to attend orientation or training sessions; and/or purchase or rent of a starter kit, sales kit, samples, or presentation supplies.

Career Development Center does not provide services, rooms, scheduling, or sponsorship if:

  1. The opportunity involves on-campus solicitation, posting of materials, or sale of products and services to other CSULB students, faculty or staff.
  2. The organization fails, for any reason, to provide essential information concerning the nature of the position or compensation, including, but not limited to: commission only, job responsibilities, salary, applicant requirements.
  3. The employer is unable or unwilling to provide written documentation of registration with a Better Business Bureau if so requested.

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Services for Third Party Recruiters

Third party recruiters are limited to participation in the following services or programs:

  1. BeachLINK - Online Job and Internship Posting Service
    1. Third party recruiters may not post internship positions for students on BeachLINK.
    2. Third party recruiters may list positions online through BeachLINK if:
      1. The agency identifies itself as a third party agency or recruiter in the job description.
      2. The agency does not charge any fee to the applicants.
      3. The agency provides a specific position description and requirements in the online listing.
      4. If requested, the agency discloses to the CDC the name of the client or clients, that the agency is representing and to whom the student's credentials will be disclosed. If necessary, the CDC will be permitted to verify this information.
      5. The agency complies with the requirements of the Family Educational Rights and Privacy Act (FERPA) and only releases candidate information with the written permission of the applicant and only for the specific listed position. Sharing, selling or disclosure of candidate information to third parties is not permitted.
  2. Career and Job Fairs
    1. Third party recruiters will be allowed to participate in Job Fair events only when they are recruiting for positions within their own organization; a separate job fair will be available to such organizations with third party employment opportunities. Contact the Career Events Coordinator for further information.
  3. On-Campus Interviews(OCI)
    1. Third party recruiters may only use the OCI Program for the recruitment of employees for their internal staffing needs
    2. In the case of OCI participants, Third party recruiters may not post positions for their client companies

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Denial of Service

The Career Development Center reserves the right to refuse services to employers due to any of the following: dishonesty; discrimination; breach of confidentiality; reneging on established agreements between the CDC and the employer (verbal or written); reneging on a job offer to a student; fraud; failure to pay for billed services; misrepresentation; harassment of California State University, Long Beach students, alumni, staff or faculty; failure to adhere to Career Development Center policies and/or any other violation of California State University, Long Beach rules and regulations. Any fees paid to the University for Career Development Center services during this period are forfeited to the University.

The Career Development Center reserves the right to review any employer wishing to recruit on campus, prior to or after scheduling, based on an inquiry, complaint, or concern from the CDC or its constituents. Constituents include students, faculty, staff, or other relevant concerned parties. The CDC will investigate any allegation that an employer or employer representative has violated University policies, ethical or professional standards, or federal or state law.

If any information posted by an employer for student/alumni access (i.e. job description, employer profile, etc.) is found to be either fraudulent and/or misleading, the employer profile and account on the BeachLINK career services management system may be deleted without notice, and, as a result, the employer will become ineligible to engage in recruitment efforts utilizing CDC services and/or programs.

The CDC will not make judgments regarding the products, services, or mission of a valid employer. These concerns are subject to personal judgment and values and, therefore, will be subject to the discretion of the individual job seeker.

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Internship Program Guidelines

  1. Internship positions should provide student interns with pre-professional activities similar to that of a new entrant in the field. The position should allow the intern to use classroom knowledge and provide hands-on experience.
  2. Positions must be directly related to a student's academic major and/or career goals.
  3. An internship must provide a student with a minimum of 120 hours of work during a placement period.
  4. Interns may work a maximum of 20 hours per week during the academic semester and a maximum of 40 hours per week during winter and summer breaks.
  5. Clerical or non-professional duties must be limited to 20% or less of the overall tasks.
  6. Positions must be paid, for class credit or volunteer (for non-profit organizations).
  7. All unpaid interns are required to enroll in a CSULB internship course.
  8. Positions must be in a supervised environment.
  9. All internships are subject to approval by the Internship Program Coordinator.

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Job Fair Policies

Participation and Attendance

  1. All job and internship fairs hosted by the Career Development Center are solely for employers to recruit student and alumni candidates, and for students and alumni to meet employers to discuss career and internship opportunities.
  2. Career Development Center events are not for employers to solicit employer business contacts. If an employer is found to be conducting business other than recruiting students and alumni for possible positions, that employer will be asked to leave the event immediately. In addition, that employer forfeits any fees associated with the event and will be subject to the Denial of Service policies.
  3. Employers offering commission-only based positions, as well as companies offering independent contractor positions, and those identified as third-party recruiters and/or staffing agencies are limited to participation in job fairs and career events on a waiting-list basis; if space is available after job fair registration deadline is reached, companies representing any of the aforementioned categories may be permitted to participate in the event, to a maximum of ten (10) per event.

Network Marketing Companies

  1. Network Marketing Companies are not considered "employers" by the Career Development Center and are not eligible to participate in job fairs, on-campus interviewing, internships and BEACHLINK job posting, employer presentations, and/or sponsorships for on-campus activities.
  2. The CDC considers organizations that engage in the following to be Network Marketing Companies:
  1. Sponsoring an individual to set up his/her own business for the purpose of selling products or services and/or recruiting other individuals to set up their own business. AND
  2. Requiring an initial investment from this individual, with the organization itself serving as an umbrella or parent corporation. The initial investment may be direct payment of a fixed fee, payment to attend an orientation or training session, and/or purchase of a starter kit.
  3. Compensation is often in the form of straight commission, fees from others under their sponsorship in the organization, and/or a percentage of sales generated by others.

Online Job Posting Services or Companies

Job fair attendance is restricted to organizations representing the recruiting needs of the participating organization. Online Job Posting Services/Companies can only recruit for positions within that company; they are not permitted to recruit for positions of their clients who post on their job board. Further, promotion of products, services or soliciting employer clients is strictly prohibited. If an employer is found to be conducting business other than recruiting students and alumni for possible positions, that employer will be asked to leave the event immediately. In addition, that employer forfeits any fees associated with the event and will be subject to the "Denial of Service" policies (see below).

Table Assignments

  1. The Career Development Center assigns tables using a complex formula that takes into account industry designation, display needs, electrical needs, number of recruiters present, and competition (we try to never place competing employers next to or opposite each other).
  2. Tables cannot be shared by employers. One table per company or business.
  3. Table assignments are final. If an open table is available on the day of a fair, an employer may request to move. The Job Fair Coordinator will facilitate such discussions and all decisions are final.

Walk-on Registration

On occasion, one or two tables become available for walk-on job fair registrants. These tables become available because of "No-shows." If such a table becomes available, the Career Development Center (CDC) will release that table 30 minutes after the start of the fair to the employer who made the first walk-on request (and a second table to the second request, etc.). The fee for that table will be the regular rate plus the late fee. That employer must have payment in hand (check, money order, credit card; no cash). The CDC does not encourage walk-on registrations as we cannot guarantee table availability.

Extra Tables

On occasion, employers request extra tables. Because of California fire code and facility restrictions, the CDC adheres to the pre-determined possible layouts for the career fair. There are only a limited number of spaces for extra tables and the configurations are therefore limited. There is a fee associated with the request for an extra table. Requests are processed by sequence received and by payment collected.

Payment

  1. The CDC can only process credit card payments, money orders, and check payments. Checks and money orders should be payable to: CSULB-Career Development Center, and mailed to: 1250 Bellflower, BH 250, Long Beach, CA 90840.
  2. Cash payments are not accepted as we cannot process cash. The CDC will process payments in a timely manner and will make available receipts when requested, and will fax payment confirmations for job fair activity.
  3. When a company uses a third party accounting firm/agency to process payments, the CDC is not the vendor and will not be held to any special/contractual agreements between the employer and that accounting firm. Specifically, no additional obligations are incurred by the CDC in order to receive payment. If an accounting firm/agency requests the CDC to verify employer attendance or activity through CDC events, the CDC may provide a letter of verification of attendance, but is not obligated to take photos, take statements or use any notary services to verify attendance. Such obligations will be refused. If the employer cannot resolve this issue with their financial department or accounting firm/agency and the account is due, then the CDC may send the account to Collections and assert for immediate payment. While the account is in Collections, the employer and its agents will be denied service

Refunds

  1. Refunds will not be issued for cancellations that occur two weeks (14 calendar days) or less prior to any Career Development Center event. During the period greater than 14 days, employers may request a refund of fees paid, minus a $50.00 processing fee. As a courtesy, the CDC will carry over a registration fee, less a $50.00 processing fee, to the next space-available job fair; a written request is required by the company for this latter option. All refund requests must be made in writing on company letterhead.
  2. No refunds will be given for "no-shows" to CDC events. Fees paid are forfeited.
  3. No refunds are given to any company/business that has violated a CDC policy and is denied services. Fees paid are forfeited.
  4. Please understand that the CDC does not issue refund checks; instead, the University's Accounts Payable office does this. Refunds may take between 30-45 days to process.

"No-Show," Cancellation, and Refunds

On occasion, an employer may, for whatever reason, decide not to attend a job fair for which they have paid and registered. If that employer "no-shows," that is, does not come to the fair and does not notify the CDC prior to the event that they are not coming, the full fee for the fair (or fairs) is assessed. If the account has already been paid, then those monies are forfeited. The CDC will make available the table space rented to that employer to the first-come, first served "walk on" registrant. The CDC will wait 30 minutes after a career fair opens to students and alumni as the cut-off time to determine a "no-show."

Late arriving employers must inform the CDC of their late arrival time. Call ahead! The CDC will post a sign on late arriving employer tables noting their ETA. Late arriving employers who fail to notify the CDC in advance will forfeit their table space.

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Commission - Only Positions

Employers offering commission-only based positions are limited to participation in the following services/programs:

  • BeachLINK-Online Posting Service
  • Career/Job Fairs (on a waiting-list basis; if space is available after job fair registration deadline is reached)

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Independent Contractor Positions

Employers offering independent contractor positions or freelance work must be identified as such in the Job Title. The Career Development Center will add the following text:

Independent contractors or freelance workers are responsible for

  • Paying their own taxes and filing required government forms
  • Obtaining their own benefits including worker's compensation, disability, etc.

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Third Party Recruiters

  1. Third party recruiters are agencies, organizations, or individuals recruiting candidates for temporary, part-time, or full-time employment opportunities other than for their own needs. This includes entities that refer 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;
  2. Third party recruiting organizations charge for services using one of the following fee structures:
    1. Applicant paid fee-The applicant pays the third party recruiter a flat fee for services rendered or a fee based upon the applicant's starting salary once the applicant is placed with an employer.
    2. Employer paid fee-
      1. Retainer-The employer pays a flat fee to the third party recruiter for services performed in the recruiting of individuals to work for the employer.
      2. Contingency fee-The employer pays to the third party recruiter a percentage of the applicant's starting salary once the applicant is hired by the employer.
      3. Fee for service-The employer pays a fee for specific services, e.g. job postings, access to resumes, booth space at a job fair, etc.
  3. The above definition includes, but is not limited to, the following entities regardless of the fee structure used by the entity to charge for services:
    1. Employment Agencies-Organizations that list positions for a number of client 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 (fee paid) or by the candidate who is hired.
    2. Search Firms-Organizations that contract with clients to find and screen qualified persons to fill specific positions. The fees for this service are paid by the clients.
    3. Contract Recruiter-Organizations that contract with an employer to act as the employer's agent in the recruiting and employment function.
    4. Online Job Posting or Resume Referral Services-For-profit or commercial organizations that collect data on job seekers and display job opportunities to which job seekers may apply. The data collected on job seekers are sent to prospective employers. Fees for using the services may exist for the employer, school, or job seeker.
    5. Professional Associations - who recruit for their membership.
  4. Temporary Agencies or Staffing Services-Temporary agencies or staffing services are employers, not third party recruiters, and will be expected to comply with the professional conduct principles set forth for employer professionals. These are organizations that contract to provide individuals qualified to perform specific tasks or complete specific projects for a client organization. Individuals perform work at the client organization, but are employed and paid by the agency.
  5. Professional Associations recruiting for member companies of that association are considered a Third Party Recruiter. Should these firms attempt to or actually recruit individuals to be employees of another organization, then the third party professional conduct principles shall apply.
  6. Outsourcing Contractors or Leasing Agencies-Outsourcing contractors or leasing agencies are employers, not third party recruiters, and will be expected to comply with the professional conduct principles set forth for employer professionals. These are organizations that contract with client organizations to provide a specific functional area that the organization no longer desires to perform, such as accounting, technology services, human resources, cafeteria services, etc. Individuals hired by the outsourcing or leasing firm are paid and supervised by the firm, even though they work on the client organization's premises. If an outsourcing contractor or leasing agency is found to be recruiting for the same position an employer is recruiting for (that employer is a client of the contractor/agency) that is attending a fair, they must cease and refrain, so as to allow the employer to recruit for their own positions.

Third party recruiters must be versed in the recruitment field and work within a framework of professionally accepted recruiting, interviewing, and selection techniques.

Third party recruiters must follow EEO standards in recruiting activities in a manner that includes the following:

  1. Referring qualified students to employers without regard to the student's race, color, national origin, religion, age, gender, sexual orientation, or disability;
  2. Reviewing selection criteria for adverse impact and screening students based upon job-related criteria only, not based upon the student's race, color, national origin, religion, age, gender, sexual orientation, or disability;
  3. Refusing, in the case of resume referral entities, to permit employers to screen and select resumes based upon the student's race, color, national origin, religion, age, gender, sexual orientation, or disability;
  4. Avoiding use of inquiries that are considered unacceptable by EEO standards during the recruiting process;
  5. Affirming an awareness of, and sensitivity to, cultural differences and the diversity of the work force;
  6. Investigating complaints forwarded by the career services office or the employer client regarding EEO noncompliance and seeking resolution of such complaints.

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