- Customized Recruiting Services
- Our Online System
- Expectations for All Job Postings and Recruiting Activity
RIT is a Handshake School
We think that the Handshake system best meets the needs of our employers to connect with student and alumni candidates. We think you will agree. We pride ourselves on providing top-notch service to our employers. You have the ability to post your openings directly or opt to have us do it for you after you join Handshake! Visit our employer Handshake page for the latest information.
Our office can customize your recruiting efforts based on your hiring needs. We are committed to building a bridge between the business community and RIT. The majority of employers use job postings, on campus interviews and career fairs to recruit RIT co-ops, graduating students and alumni. Additional recruiting options include company information days.
If you have not worked with our office before, give our office a call (585-475-2301) with your opening and you will be put in touch with a career services coordinator that will be assigned to your company.
For those of you new to hiring college students and alumni, you may find the NACE Principles for Ethical Professional Practice very informative.
Visit our Institutional Research site to access university intelligence and analytics related to enrollment, degrees awarded, accreditations and more.
Post your job(s) and manage on-campus interviews through one of the best recruiting tools out there: Handshake.
For support you can submit a question or concern to Handshake here
The Immigration and Nationality Act prohibits citizenship status and national origin discrimination with respect to hiring, termination, and recruiting or referring for a fee.8 U.S.C §1324(a)(1)(B). Employers may not treat individuals differently because they are, or not, U.S. citizens or work authorized individuals. U.S. citizens, asylees, refugees, recent permanent residents and temporary residents are protected from citizenship status discrimination. Employers may not reject valid employment eligibility documents or require more or different documents on the basis of a person's national origin or citizenship status.
Any postings which require U.S. citizenship only will be accepted if your organization is required by law, regulation, executive order, or government contract to do so.
All job postings are accepted with the understanding that the employing organization gives fair and open consideration to all applicants for employment regardless of race, color, national origin, sex, marital status, physical handicap, sexual preference, or status as a disabled veteran of the wars including Vietnam. It is also agreed that students and graduates will be accepted and assigned to jobs and otherwise treated without regard to the factors identified above.
Recruiting Policy on MARIJUANA AND CANNABIS INDUSTRIES
RIT’s Alcohol and Other Drug Policy (D18.1) and Faculty/Staff Alcohol and Drug Policy (C15.2) require that the university comply with local, state and federal law. To the extent a proposed posting or internship involves the manufacture, distribution, dispensing, possession, or use of a substance defined as controlled by the federal government, RIT will decline all such postings and internship/co-op opportunities and will not allow recruitment of our students.
ETHICAL CONSIDERATIONS AND RECOMMENDATIONS
(Excerpt from: Advisory Opinion: Setting Reasonable Deadlines for Job Offers NACE Site, June 2017)
In reviewing the issues pertaining to reasonable offer deadlines, it is appropriate to consult the NACE Principles for Ethical Professional Practice Preamble, which clearly articulates that the Principles are designed to provide everyone involved in the career development and employment process with two basic precepts on which to base their efforts:
- Maintain a recruitment process that is fair and equitable; and
- Support informed and responsible decision making by candidates.
The NACE Principles for Ethical Professional Practice Committee understands that not all employers recruit at the same time of the year, nor do all colleges follow the same academic calendar. Therefore, recommending specific calendar dates for offers and acceptances would not be appropriate. Furthermore, many employers issue offers to their graduating co-ops or interns at the start of the employer’s recruiting cycle in order to provide those students priority consideration prior to extending offers to other students. Finally, shorter decision time frames would be appropriate if the candidate's graduation date and start date are very close.
Employers should assess their use of offer deadlines to ensure they are not placing undue pressure on a student. Pressure can come not only from the deadline, but also the use of financial incentives (signing bonuses, increased salary, and so forth) encouraging very early acceptance of offers. Today’s technology can significantly shorten the time from interview to receipt of complete job offer information. Although both students and employers benefit through this quick communication, it also can shorten the time available for students to make good decisions and increase the sense of urgency.
Career centers should provide guidance to students to help them make informed decisions when accepting or not accepting job offers. Career centers may provide guidance to employers and recommend that they consider extending deadlines when needed. Students should also be sensitive to employer needs and accept offers in a reasonable time. Career centers can help students work with employers to determine what might be a reasonable time.
NACE and the Principles Committee do not advocate enforcing a specific time frame, but rather encourage practices reasonable and appropriate for both employers and students. The Principles Committee believes that providing sufficient time for students to evaluate the employment opportunities offered to them allows them to make the wisest decisions for all concerned, creating a positive experience for candidates and employers, and ultimately reducing renege and attrition rates.