Employers
The Gacioch Center for Career and Professional Development values your commitment to recruiting Niagara University students. We offer a variety of options to support your recruiting needs, build the brand of your organization on campus, and engage with undergraduate and graduate students. We are excited to partner with you to develop an individualized campus recruitment strategy and help you to #HireNU. While below are ways in which employers have found success in the past, we are certainly open to other strategies as well.
- Post internship/job opportunities on Handshake: The Get Hired Portal. Once you create an account on Handshake, you will gain access to student resumes and campus events.
- Reserve a time for a “meet & greet” to engage students regarding career opportunities with your organization. We can reserve a room for a presentation or set up a table in the various student and academic buildings.
- Facilitate in-person, phone, or virtual interviews to create a talent pool that is easily and quickly accessible.
- We offer a variety of events each semester designed to connect students with employers. Check Handshake for upcoming events!
- An employer partnership program will help to create brand awareness of your organization on campus through personalized engagement opportunities. We offer a variety of marketing channels for your organization to provide unique career content specific to your needs. Employer partners also receive a choice booth placement and increased visibility at career fairs, exclusive access and invitations to campus events, as well as a seat on the employer advisory board.
- Donate to the Career Discovery Internship Fund which provides a stipend to students who are participating in unpaid internships with non-profit or public service organizations.
Hire an Intern
There are many benefits to hiring student interns. Some of the biggest benefits include:
- Quick access to qualified potential workers before they graduate.
- Students are highly motivated, bright and eager to see the practical side of what they have learned in class.
- Student schedules are usually flexible.
- Students join the work force at relatively low cost.
- If hired after graduation, students are already trained.
- Students free up other employees to pursue additional tasks
If you have any questions, please contact Maureen Rizzo.
- Contact the Internship Office. Located in the Office of Career Services, the Internship Office is the first point of contact for matters involving student employment. The Internship Office administers the program, collects resumes, schedules interviews and ensures regulatory compliance.
- You may also contact the academic department that offers the majors corresponding to your needs to identify students with specific skills.
- Submit a job description for approval. The job description must include the approximate number of hours per week; the duration of the agreement; to whom the student will report; the specific tasks to be performed; the skills a student needs before starting the job; what new skills they will acquire; and their wages, if applicable. Internship positions must be career-oriented, hands-on, professional development positions. They can be either part- time or full-time, during the school year or over the summer. They must allow for the student to accumulate a minimum of 150 contact hours. Routine clerical tasks, jobs with little or no responsibility, or jobs without a training or professional development component will not be approved for internship positions.
- Select the candidate. Once approved for internship credit, the Internship Office will forward resumes of interested students and assist in scheduling interviews. It is the student’s responsibility to register for the internship course, show up on time and do a good job. Halfway through the semester, the Internship Office will forward an evaluation to the student’s supervisor.
- Complete the performance evaluation. Students receive academic credit for their internship experience and evaluation is required.
The employer, as a partner in the internship program, assumes responsibility for the fair and ethical treatment of the students it hires.
In order to sponsor a student intern from Niagara University, each employer must agree to the conditions below:
- Select students and assign jobs without regard to age, race, sex, national origin, religion, handicap, color, or marital status
- Designate an individual to supervise the student and to serve as liaison to the university
- Provide the student an assignment for at least 150 hours
- Pay a salary where applicable, which is consistent with the employer’s practices and policies
- Provide training experience and supervision for the student in order to complete the duties as outlined in the job description
- Cover the student in its worker’s compensation policy, where appropriate
- Notify the college immediately of any possible changes in the student’s job duties, supervisor, and/or disciplinary actions
- Evaluate the student during the semester on a form to be provided by the university and forward it to the Internship Office **
- Comply with the university‘s sexual harassment policy as outlined below
- Not require/request the student to use their personal auto to transport “clients” or perform business-related services on behalf of the employer without compensating the student for mileage, and including the student’s personal vehicle in the company’s insurance coverage ***
- Not require the student or the university to sign a Non-Indemnity/Hold Harmless Agreement as a condition of employment without the opportunity to consult with the university’s risk manager and legal counsel
** The Federal Educational Rights and Privacy Act (FERPA) requires that any assessment of student performance be made available to students. Employers are reminded that since students receive academic credit for an internship experience then they have a right to see the evaluation completed by their work supervisor.
*** Positions requiring the use of the student’s privately-owned vehicle are reviewed on a case-by-case basis, and must be approved by the university prior to the start of work.
Recruitment Policy
To ensure the quality of our services and to better assist Niagara University students, alumni and other users of our services, the Office of Career Services has established the following policies and guidelines for all recruiting activities it sponsors.
Recruiting Activities Include (but are not limited to)
- Career Fairs
- On-Campus Interviews (in-person or virtual)
- Information Sessions (in-person or virtual)
- Campus Tabling
- Advertising opportunities on university bulletin boards or via online services.
The Office of Career Services offers employers the use of its services and facilities so that they may access students and alumni from the university. The Office of Career Services, in return, expects that employers act in accordance with the Principles of Professional Conduct for Career Services and Employment Professionals outlined by NACE.
To be qualified as an employer to use the services of the Office of Career Services:
- Employers must adhere to Federal and New York State EEO guidelines.
- The opportunity must not involve on-campus solicitation, posting of materials, or sale of products or services.
- Employers and individuals offering employment/entrepreneurial opportunities with compensation packages requiring commission only or requiring prospective employees to purchase a franchise or products or services up front, or where compensation is based exclusively on commission or fees/percentage of sales from others under their sponsorship in the organization, are not permitted to access the services of the Office of Career Services.
Exception: This does not apply to fees for Federal and State licensing requirements such as real estate, securities, etc.
Note:A draw against future earnings does not constitute a salary.
Definition of Third Party Recruiters
- Third-party recruiters are:
- agencies organizations
- individuals recruiting candidates for temporary, part-time, full-time employment opportunities other than for their own needs.
- entities that refer or recruit for profit or not for profit,
- includes agencies that collect student information to be disclosed to employers for purposes of recruitment and employment.
- Third-party recruiting organizations charge for services using one of the following fee structures:
- Applicant paid fee – The applicant pays the third-party recruiter a fee based upon the applicant’s starting salary once the applicant is placed with an employer.
- 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.
- 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.
- Employment Agencies/Organizations: 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.
- Search Firms/Organizations: contract with clients (employers) to find and screen qualified persons to fill specific positions. The fees for this service are paid by the clients (employers).
- Contract Recruiter/Organizations: contract with an employer to act as the employer’s agent in the recruiting and employment function.
- Resume Referral Firms/Organizations: collect data on job seekers which is sent to prospective employers. Fees exist for the employer, job seeker, or both.
Temporary Agencies – Temporary 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 to provide individuals qualified to perform specific tasks or complete specific projects for the client organization. Individuals perform work at the client organization, but are employed and paid by the agency.
- Agencies may post positions on our Jobs Bulletin provided they include on the listing the name of the employer with the opening. Contact information for an individual at the employing company must be provided to the Office of Career Services staff for verification purposes. That information can either be made available to the job seeker or not, at the discretion of the Third-Party Agency.
- Agencies may attend events sponsored by the Office of Career Services provided they clearly represent the name of the company(ies) they are representing. As with job listings, the Third-Party representative must provide the Office of Career Services with the contact information for the organizations contracting their agency to act on their behalf at the event.
In no case will the Office of Career Services direct candidates or their resumes to a Third-Party Agency.
In no case, will the Office of Career Services refer electronically, or otherwise, students to agencies that charge fees to the job seeker. In accordance with the Family Educational Rights and Privacy Act, the Office of Career Services releases candidate information only with the written permission of the employment candidate and only to the identified employers. Re-disclosure of candidate information is not permitted.