Recruiting Policies, Reed College
The recruiting policies and guidelines at Reed College have been developed to contribute to a positive and successful experience for recruiters, students, and alumni. The office of the Center for Life Beyond Reed makes facilities and services available to employers whose representatives follow these guidelines in their recruiting efforts. We seek to support the academic mission of the College and the staffing needs of organizations in an environment of teamwork and cooperation. We are eager to develop relationships with those recruiters who respect and follow these policies.
NondiscriminationReed College makes its facilities and services open only to employers who do not discriminate, in violation of applicable federal or state law, on the basis of individual characteristics of race, color, religion, sex, age, disability, veteran status, marital status, sexual orientation or any other characteristic protected by applicable state or federal law. The college maintains a strict policy that prohibits harassment in any form.
Release of student information
In general, the College will not release to any third party, except with the written consent of the student, data pertaining to the student's educational record.
Requesting information on academic performance
An employer should feel free to seek information from an applicant about his/her academic performance and to request a copy of the applicant's grade transcript if that information is important to the hiring process. Please note that Reed has a unique grading policy and students are encouraged to focus on learning, not on grades.
Disclosure of company information
Employers using campus facilities for recruitment activities must register with the office of the Center for Life Beyond Reed and provide complete information concerning conditions of employment, including accurate and clear information on methods and amounts of remuneration, within their organization. Employers may not post flyers, posters, or collateral materials anywhere on the Reed campus without first securing permission from the Center for Life Beyond Reed.
Fees as a condition of employment
In general, those employers requiring candidates to invest, purchase supplies, or pay a fee as a condition of employment, unless such fees are required in accordance with applicable State and Federal laws, may not use facilities or services of Reed College to recruit candidates.
Employers must also work through the office of the Center for Life Beyond Reed when recruiting on campus, including reaching out to faculty. Faculty can play a key and complementary role in the recruiting process and the Center for Life Beyond Reed staff will help employers connect with them.
Third party recruiters
Contract recruiters, search firms, resume referral firms, and employment agencies may not recruit on the Reed campus because we prefer to create, nourish, and maintain strong relationships directly with employers. The rare exception are partnerships with temp and temp to hire organizations with the following provisos.
- All fees are employer paid.
- Information on the client or clients represented and the types of positions for which the third party is recruiting is disclosed to the staff of the Center for Life Beyond Reed.
- Equal Employment Opportunity standards are followed.
- Under no circumstances can student information be disclosed for other than recruiting purposes nor can it be sold or provided to other entities.
Professional and ethical practices
Recruiters must work within a framework of professionally accepted recruiting, interviewing, and selection techniques. Employment professionals will refrain from practices that improperly influence and affect job acceptances. Such practices may include special inducements and undue time pressure to accept employment offers and encouragement of revocation of another employment offer. Employment professionals will strive to communicate decisions to candidates within the agreed-upon time frame. For more information please visit the Principles of Professional Conduct, a code adopted for employers and the Center for Life Beyond Reed professionals by the National Association of Colleges and Employers.
Notification of recruitment results
Employers will strive to communicate recruitment selection decisions to the Center for Life Beyond Reed.
The office of the Center for Life Beyond Reed may need to be selective when determining which employers may be represented at special events such as job fairs or group information sessions. Decisions will be made in a fair and equitable manner after considering factors such as these: space availability; student interest in employer/industry; industry balance; and employer position within its industry.