Employer Policies/Guidelines

The mission of the Office of Career Services (OCS) is to provide centralized, comprehensive, and progressive interdisciplinary programs, services, and resources to prepare A&T undergraduates, graduate students, and alumni (two-years post-graduation) for the achievement of personal, professional, and career development that meet the needs of a global society.

North Carolina A&T State University has centralized recruiting offered through the Office of Career Services. The OCS is the central career office therefore, employers, faculty, staff and students must schedule all on-campus/virtual recruiting activities through the OCS.

Recruiting activities shall be understood to mean any formal inquiry, request or visit by an outside agency, business, institution or organization, the primary purpose of which is to interest students/alumni in employment, independent contracting, service or educational opportunity with that agency, business, institution or organization. Recruiting activities include but are not limited to on-campus/virtual interviews, resume referrals, career fairs, presentations (i.e., workshops, meetups, information sessions, coffee chats), information tables, and opportunities advertised on the university job platform bulletin boards, social media, or via university online services.

Employers, individuals representing employment opportunities, institutions and specialized or non-profit programs must meet the following qualifications in order to use the OCS services:

  • Adhere to federal and North Carolina state Equal Employment Opportunity (EEO) guidelines
  • Adhere to the University’s Title IX, Equal Employment and Non-Discrimination policies,
  • Adhere to the National Association of Colleges and Employers (NACE) Principles for Ethical Professional Practice.
  • Adhere to the National Association of Colleges and Employer’s Position Statement on Internships
  • Abide by the Department of Justice’s Immigration and Nationality Act, which prohibits citizenship status and national origin discrimination with respect to hiring, termination, and recruiting or referring for a fee. 8 U.S.C. § 1324b (a) (1) (B).
  • Reframe from soliciting or selling products or services during the course of recruiting.
  • Provide valid contact information including a contact name, complete physical business address, and an organizational email account. Employers using personal (YAHOO, GMAIL, HOTMAIL, etc.) email accounts will be evaluated on a case-by-case basis.
  • Reframe from requiring personal information at the time of application (i.e., bank account, social security number, photograph, date of birth) or require applicants to cash/deposit checks, pay for services, open bank accounts


Third Party Recruiters – The Office of Career Services works directly with employing organizations for on-campus recruiting and does not service third-party recruiters (employment agencies and search firms), with the exception of in-house job postings.

Contract Recruiters – Contract recruiters may participate in on-campus recruitment provided they recruit for one employer only and identify that employer.

Individuals with Disabilities – In accordance with the American Disabilities Act, the Office makes every effort to accommodate all persons. Disabled individuals requiring special accommodation under the Americans with Disabilities Act may call the Office of Accessibility Resources at (336) 334-7765 at least 48 business hours before the activity. Individuals needing such assistance should notify the OCS three to five business days before arrival on campus.

Note: Career Services reserves the right to refuse service to any employer if a review of the specific opportunity, nature or status of the company suggests that it is inappropriate for the university’s serviced population; if students are injured or exposed to unsafe working conditions; if the employer discriminates; or if Career Services receives student complaints about discrimination, harassment, threats, unsafe working conditions, or any other questionable circumstance.

According the NACE, experience shows the best employment decisions for both students and employers are those that are made without pressure and with the greatest amount of information and transparency. Students given sufficient time to attend career fairs, participate in on-campus interviews, and/or complete the interviewing in which they are currently engaged are more likely to make good long-term employment decisions and may be less likely to renege on job acceptances.


For all offers extended for summer internships, co-op or full-time employment, employers should allow students until October 1 or a minimum of two weeks from the date of the written offer, whichever is later, for students to accept or decline any offer during fall recruiting season and allow until March 1 or a minimum of two weeks from the date of the written offer  to accept or decline any offer during Spring recruiting season. We advise that recruiters neither pressure students to accept offers in less time than indicated above, nor attach bonuses that “explode” if the offer is not immediately accepted.

For all offers extended during Summer accelerated recruitment the same guidelines as outlined above apply.