Faculty Guide to Supporting Student Career Development

Purpose of This Guide

Faculty play a vital role in helping students and graduates achieve their career goals while complementing the efforts of career services on campus. Assisting students with job and internship searches, however, may present ethical or legal considerations. This guide provides key principles to navigate these situations, but faculty should consult their institution’s legal counsel for specific concerns.

The National Association of Colleges and Employers (NACE) establishes ethical standards for job and internship searches, emphasizing fairness in recruitment and informed decision-making by candidates. These principles encourage all career advisors, employers, faculty, and career services professionals to:

• Act responsibly and transparently.
• Avoid bias in career advising and recruitment.
• Ensure equal access to opportunities.
• Comply with local, state, and federal employment laws.
• Protect student confidentiality in career-related matters.

Faculty should be aware that employer requests for student recommendations or rankings may create conflicts of interest. As representatives of the institution, faculty should prioritize students’ best interests and ensure that any information shared with employers is factual and unbiased.

Candidate Referral

Employers may request faculty recommendations for student job or internship candidates. While this may seem beneficial, regularly identifying specific students for employment can expose faculty and institutions to legal risks under equal employment opportunity laws.

Guidance:

• Direct employer requests to the career center so the opportunity can be publicly posted for all eligible students.
• If an opportunity is widely posted, faculty may encourage students to apply but should avoid selectively recommending only certain individuals.

Rationale:
Ensuring open access to job postings promotes fairness and protects against claims of discrimination. Publicizing positions through the career center also helps establish relationships with employers and ensures recruitment standards align with institutional policies.

Referring Candidates from Diverse Backgrounds

Employers may seek assistance in recruiting students from underrepresented backgrounds.

Guidance:

• Notify the career center immediately when receiving such requests.
• Share opportunities broadly through class announcements, departmental postings, or student organizations representing diverse groups.
• Refer employers to the institution’s diversity and inclusion office for further outreach, if applicable.
• Do not identify specific students based on their race, ethnicity, gender, or other protected characteristics.

Rationale:
Faculty can support diversity initiatives by ensuring all students have access to opportunities. However, legal implications may arise when targeting individuals based on protected characteristics, so outreach should be handled through institutional channels.

Providing References

Guidance:

• Obtain prior written authorization from students before providing verbal or written references.
• Provide references based on factual information, avoiding speculation or personal opinions unrelated to the student’s qualifications.
• If unsure about what information can be shared, consult the career services office.

Rationale:
Sharing student information without consent may violate privacy laws and expose faculty and institutions to legal liability. Ensuring references are factual and unbiased helps protect students’ opportunities.

Additional Resources

Faculty should collaborate with the career services office to ensure hiring processes remain fair, inclusive, and legally compliant. Additional resources may be available to assist in promoting equal opportunities for all students.