Recruiting Policies

Walla Walla University is committed to promoting inclusive and equitable access to opportunities in all hiring practices. All employment professionals participating in the Campus Recruiting Program (this includes postings, on-campus interviews, employer information sessions, Meetups,  and other visibility events and programs coordinated in conjunction with the Student Development Center) must agree to work within a framework of professionally accepted recruiting, interviewing and selection practices which align with the policies of Walla Walla University, the NACE Principles for Ethical Practice, and the United States Department of Labor FLSA Guidelines as it relates to paid vs. unpaid internships as well as abide by the recruiting and offer policies outlined below.

Recruiting organizations that do not comply with our Campus Recruiting Policies, including Offer Policy, as outlined below risk losing the support of Walla Walla University Employer Relations and Student Development Center for their recruiting efforts. 

Job and Internship Posting Policy

All employers participating in our on-campus recruiting program are required to use Handshake for posting positions at Walla Walla University.
Please note that we do not accept postings from the following:

• Third party recruiters
• Employers posting full-time positions that do not require a college degree
• Employers posting internships that do not require the pursuit of a college degree
• Employers offering full-time positions listed with a rate of pay lower than minimum wage (internships may be unpaid or compensated with a stipend)
• Employers offering internships that do not provide a learning environment supported by supervision for their interns
• Employers using personal email address (e.g., Gmail, Yahoo, etc.); employer must always use their business email addresses
• Employers that charge program fees to students

Inclement Weather Policy

Whenever inclement weather is predicted that may lead to the delay or closure of campus, WWU Employer Relations staff will make every effort to notify and coordinate alternate scheduling accommodations with employers and students the day prior to scheduled interviews. Decisions regarding University closings are generally addressed in the early morning hours. To confirm whether the University is closed due to inclement weather, please call the University front desk at (509) 527-2615.

Event and Program Advertising Policy

Employer Relations is happy to broadly publicize information sessions, recruiting programs and events that are coordinated in conjunction with our office and posted within our Handshake CSM. We can work with your organization to design a broad publicity plan as well as a more targeted campaign. There are general career fair events and solo employer tabling events. These promotions are typically industry specific and focused on recruiting students within certain academic departments. Please note that on- and off-campus events and programs that are not coordinated with the Student Development Center are not eligible for promotion in our system.

Walla Walla University Community Standards for Employment Professionals

All employer professionals that recruit Walla Walla University students must adhere to the following community standards.

1. Employment professionals will refrain from any practice that improperly influences and affects acceptances. Such practices may include undue time pressure for acceptance of offers and encouragement of revocation of another offer. Employment professionals will strive to communicate decisions to candidates within the agreed upon time frame.
2. Employment professionals will have knowledge of the recruitment and career development field as well as the industry and the employing organization that they represent, and work within a framework of professionally accepted recruiting, interviewing, and selection techniques.
3. Employment professionals will provide accurate information about their organization and employment opportunities. Employing organizations are responsible for information supplied and commitments made by their representatives. If conditions change and require the employing organization to revoke its commitment, the employing organization will pursue a course of action for the affected candidate that is fair and equitable.
4. We welcome military recruiters for our campus-wide events and support recruiting for graduate officer programs.
5. Neither employment professionals nor their organizations will expect or seek to extract special favors or treatment that would influence the recruitment process as a result of support, or the level of support, to the educational institution or career services office in the form of contributed services, gifts, or other financial support.
6. Serving alcohol should not be part of the recruitment process on or off campus. This includes receptions, dinners, company tours, etc.
7. Employment professionals will maintain equal employment opportunity (EEO) compliance and follow affirmative action principles in recruiting activities in a manner that includes the following:
   1. Recruiting, interviewing, and hiring individuals without regard to race, color, national origin, religion, age, gender, sexual orientation, veteran status, or disability, and providing reasonable accommodations upon request;
   2. Reviewing selection criteria for adverse impact based upon the student's race, color, national origin, religion, age, gender, sexual orientation, veteran status, and or disability;
   3. Avoiding questions that are considered unacceptable by EEO guidelines for fair employment practices during the recruiting process;
   4. Developing a sensitivity to, and awareness of, cultural differences and the diversity of the work force;
   5. Informing campus constituencies of special activities that have been developed to achieve the employer's affirmative action goals;
   6. Investigating complaints forwarded by the Student Development Center and Employer Relations office regarding EEO noncompliance and seeking resolution of such complaints.
8. Employment professionals will maintain the confidentiality of student information, regardless of the source, including personal knowledge, written records/reports, and computer data bases. There will 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.
9. Those engaged in administering, evaluating, and interpreting assessment tools, employment screening tests, and technology used in selection will be trained and qualified to do so. Employment professionals must advise the career services office of any test/assessment conducted on campus and eliminate such a test/assessment if it violates campus policies or fair employment practices. Employment professionals must advise students in a timely fashion of the type and purpose of any test/assessment that students will be required to take as part of the recruitment process and to whom the results will be disclosed. All tests/assessments will be reviewed by the employing organization for disparate impact and position-relatedness.
10. When using organizations that provide recruiting services for a fee, employment professionals will respond to inquiries by the career services office regarding this relationship and the positions the organization was contracted to fill. This applies equally to any other form of recruiting that is used as a substitute for the traditional employer/student interaction. These standards apply to organizations providing such services.
11. When employment professionals conduct recruitment activities through student associations or academic departments, such activities will be conducted in accordance with the policies of the career services office.
12. Employment professionals will cooperate with the policies and procedures of the Student Development Center, including EEO.
13. Employment professionals will only post opportunities that require college-educated candidates, in a manner that includes the following:
    1. All postings should adhere to EEO compliance standards;
    2. Job postings should be suitable and appropriate for candidates from the target institution;
    3. Internship postings should meet the NACE definition and criteria for internships. See A Position Statement on U.S. Internships: A Definition and Criteria to Assess Opportunities and Determine the Implications for Compensation for reference. 
14. Employment professionals will honor scheduling arrangements and recruitment commitments.
15. Employment professionals recruiting for international operations will do so according to EEO and U.S. labor law standards. Employment professionals will advise the career services office and students of the realities of working in the foreign country and of any cultural or employment law differences.
16. Employment professionals will educate and encourage acceptance of these standards throughout their employing institution and by third parties representing their employing organization on campus, and will respond to reports of noncompliance.