The Samuel Ginn College of Engineering Office of Career Development and Corporate Relations at Auburn University delivers comprehensive services for all students to explore majors and careers, network with employers and professionals, prepare for advanced education and successfully transition from college to career.

As a member of the National Association of Colleges and Employers (NACE), we utilize their Principles for Ethical Professional Practice as a framework and foundation for our office’s career exploration and outcomes processes. We expect employers recruiting at Auburn University also to abide by these principles and all applicable federal, state, and local rules and regulations.

By posting in Handshake and utilizing on-campus recruiting resources, employers agree to abide by these policies and procedures and respond to non-compliance reports.

Choose any of the options below to learn more about our recruitment guidelines and policies:

Handshake is a web-based portal for promoting full-time, part-time, internship, cooperative education, seasonal, and short-term positions, and other recruiting activities for all employment industries and sectors. All postings should adhere to the following:

  • Post only bona fide jobs and internships. NOTE: Donation requests, investment opportunities, items/services for sale, or opportunities requiring purchases and/or disclosure of private financial and identification information (i.e., bank accounts, Social Security Numbers) at the time of application may not be posted.
  • Accurately describe the organization, position, and position requirements.
  • Use of the Auburn University-Handshake platform to offer positions to students in the marijuana industry, even in states where such work is legal, is inconsistent with Auburn University’s obligations under federal law and university policy. Therefore, employers must not be involved in the use, sale, production, or distribution of medical or recreational marijuana or cannabis.
  • Follow all policies and procedures of the university and the office, the compliance standards of the Equal Employment Opportunity Commission, and other state and federal employment regulations.

Internship postings should meet the NACE definition and criteria for internships and adhere to the Department of Labor’s Fair Labor Standards Act (FLSA). The Samuel Ginn College of Engineering supports NACE’s position statement regarding unpaid internships. To achieve equity and opportunity for all college students, the College of Engineering advocates that all internships should be paid.

Individuals and agencies recruiting on behalf of other organizations must comply with these additional recruiting policies:

  • State in the job description that they are a third party or temporary employment agent/agency.
  • Any fees assessed by the agent/agency will be paid by the client organization or the employer they represent, and NOT by student candidates.
  • Disclose clients’ names to the Office of Career Development and Corporate Relations if requested.
  • Agree that they or their client will not provide students’ resumes to any other party without the student's written consent. Failure to comply with this is a violation of the Family Educational Rights and Privacy Act (FERPA).
  • May not access Resume Books.
  • Participation in On-Campus Recruiting and Career Fairs is on a case-by-case basis.

When inviting student candidate(s) to dinner during recruiting visits to Auburn, please do so through an official email or a printed invitation provided during the recruitment event. Please let the candidate(s) know the following information:

  • Location and time of dinner
  • Dress code for dinner
  • How many candidates you are inviting
  • How many team members will attend

“No person in the United States shall, on the basis of sex, be excluded from participation in, be denied the benefits of, or be subjected to discrimination under any education program or activity receiving Federal financial assistance.”

                                                                                                                - Title IX of the Education Amendments of 1972

Auburn University is responsible for the safety of its students, even while they are participating in an off-campus Co-op or internship. If a student reports to us a negative experience with a company, we are required to report the incident to Title IX Office at Auburn University. The Title IX Office will then follow up with the student and begin the process of further investigation.

The Office of Career Development and Corporate Relations reserves the right to suspend recruitment with a company until the investigation concludes. We may ask for documentation of the process the company took with the student once the complaint was made, as well as a list of steps the company will take to ensure the future safety of its student interns and Co-ops before recruitment reinstatement is issued.

Below is information regarding Auburn University’s Title IX policy:

The mission of the Title IX/AA/EEO Office is to ensure the well-being of every member of the university community through the provision of fair services and resources. These include education, inquiries, and the coordination of care concerning issues related to discrimination, discriminatory harassment, and sexual or interpersonal misconduct. 

Our goal is to cultivate a culture that fosters personal responsibility and accountability, empowering members to stand against acts of violence and discrimination and take back their community. 

The Title IX/AA/EEO Office is dedicated to upholding the University's mission of fostering an environment conducive to learning for all students and a professional workplace for employees. We actively work to establish or restore a respectful, safe, and inclusive community that is devoid of discrimination, discriminatory harassment, and sexual or interpersonal violence. In our commitment to providing this support, the Title IX/AA/EEO Office, in collaboration with campus partners, aims to: 

  • Enhance awareness through proactive educational and training initiatives. 
  • Utilize data to monitor the campus atmosphere and make informed decisions regarding targeted educational programs. 
  • Connect students and employees with resources and offer accommodations to facilitate them obtaining the support they need. 
  • Encourage individuals to report incidents without fear of retaliation, ensuring a prompt and impartial response and/or investigation. 
  • Ensure timely and equitable resolution of reports. 
  • Foster a University community that promotes personal integrity, civility, and mutual respect in an environment free from discrimination, discriminatory harassment, and interpersonal violence. 

Auburn University is committed to providing a learning, working, and living environment that promotes personal integrity, civility, and mutual respect in an environment free of discrimination on the basis of sex, which includes all forms of sexual misconduct. Sex discrimination violates an individual’s fundamental rights and personal dignity. Auburn University prohibits sex discrimination in all its forms, including the crimes of sexual assault, domestic/dating violence and stalking. 

The Title IX office provides support and resolution options to our students, faculty, and staff for the following types of Prohibited Conduct: 

  • Sexual Harassment, Hostile Environment, Sexual Assault, Sexual Exploitation, Domestic Violence, Dating Violence, Intimate Partner Violence, Stalking, Complicity, Retaliation

For more information about Auburn’s Title IX policies on Sexual Harassment, Discrimination and Harassment, and Equal Employment Opportunity, click here. 

Students may file a complaint with Title IX through this link: https://auburn.edu/administration/tix-eeo/fileareport.php 

 

Auburn University recognizes its ethical and legal obligation to provide a work environment in which employment opportunities are open to all qualified individuals without discrimination on the basis of race, color, sex (which includes sexual orientation, gender identity, and gender expression), age, religion, national origin, disability, protected veteran status, or genetic information. The University affirms its commitment to this principle and to an affirmative action program which not only establishes the goal of achieving equal opportunity in employment, but which also detects and eliminates any elements of discrimination in employment which may be found to exist within the institution. The University also commits itself to maintaining on a nondiscriminatory basis the conditions for continuing employment and for individual advancement within the job structure of the University. 

Auburn University is committed to the following principles: 

  • Recruiting, hiring, training, retaining, and promoting individuals, in all job classifications, without regard to race, color, sex, religion, age, national origin, disability, protected veteran status, or genetic information, except where sex, age, national origin, or disability are bona fide occupational qualifications; 
  • Making employment decisions so as to further the principle of equal employment opportunity; 
  • Ensuring that promotion decisions are in accordance with principles of equal employment opportunity by imposing only job-related requirements for promotional opportunities; 
  • Ensuring that all personnel actions, such as compensation, benefits, transfers and leave policies, are administered without regard to race, color, religion, sex, age, national origin, disability, protected veteran status, genetic information; and 
  • Ensuring that harassment of employees by other employees or non-employees in connection with work-related matters is not tolerated. This refers to any form of harassment related to an employee’s race, color, sex, religion, national origin, age, disability, protected veteran status, or genetic information. 

It is a violation of this policy to take an adverse employment or academic action against any student, faculty, or staff member because they have opposed any practice they reasonably believe to be discriminatory or filed any internal or external complaint/grievance/charge or participated in any investigation or proceeding, in accordance with this Equal Employment Opportunity Policy. 

Each contractor, supplier, union, public agency, or other cooperative agent is required to support this policy by complying with all applicable State and Federal equal employment opportunity laws and regulations. 

Responsibility and authority for the dissemination and implementation of this policy lies ultimately with the President of the University with assistance from the Office of Affirmative Action/Equal Employment Opportunity (AA/EEO). Practically, the responsibility and authority to act affirmatively to provide equality of opportunity in education and employment lies with all who are in decision-making positions within the University. It is the intent of the University to commit appropriate resources and create a supportive atmosphere for the practical responsibility and authority to be exercised. 

The Office of Affirmative Action/Equal Employment Opportunity at Auburn University is responsible for supervision of the University’s equal opportunity program and for monitoring its effectiveness. 

 Additional EEO Resources:

The Immigration and Nationality Act prohibits citizenship status and national origin discrimination with respect to hiring, termination, and recruiting or referring for a fee. By posting in Handshake, the organization agrees to comply with all applicable equal employment opportunity laws, including the anti-discrimination provision of the Immigration and Naturalization Act. For more information see the Department of Justice’s Best Practices for Online Job Postings.

The Engineering Office of Career Development and Corporate Relations (CDCR) is committed to supporting all students by providing accessible resources and pathways that are customized to the individual needs of students. We recognize that the journey to employment is different for international students, and we seek to empower employers and international students with the knowledge and tools they need regarding hiring policies.  

The main pathways for international students to work in the US include:  

  • Curricular Practical Training (CPT) – allows up to 12 months of internship or co-op experience before graduation (students on F1 visa) 
  • Optional Practical Training (OPT) – allows 12 months of work authorization after graduation (students on F1 visa) 
  • STEM OPT Extension – allows an additional 24 months of OPT work authorization (for a total of 36 months of OPT) after graduation for STEM majors (students on F1 visa) 
  • H-1B Work Visa – allows work authorization for 3-6 (or more) years with employer sponsorship 
  • Green Card – establishes individual as a permanent resident with work authorization for as long as desired  

Some students obtain work authorization through one of these options, while others use a combination of these pathways to work in the US.

For additional information, please visit our International Students resource page.

The Office of Career Development and Corporate Relations seeks to facilitate a positive experience for employers and students regarding job offers, providing an optimal amount of time for students to consider job opportunities as well as a reasonable guideline for employers when making a job offer.   

  • The Office of Career Development and Corporate Relations prohibits exploding offers (defined as offers that will expire or be retracted in a short timeframe).
  • Please contact us if a student has made an unreasonable request regarding an offer deadline.
  • Based on the 2024-2025 recruitment calendar, we ask that employers adhere to the following deadlines for student decisions:
    • For a fall offer, October 18 or three weeks, whichever is longer
    • For a spring offer, March 14 or three weeks, whichever is longer
  • Additional resource regarding job offers: NACE Advisory Opinion: Setting Reasonable Deadlines for Job Offers

In accordance with the Department of Education’s Family Educational Rights and Privacy Act (FERPA), employment professionals will maintain the confidentiality of student information, regardless of the source, including personal knowledge, written records/reports, and computer databases. 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.

As a professional courtesy to the Office of Career Development and Corporate Relations and our students, we ask recruiters to provide advanced notice (a minimum of 24 hours) should they need to cancel or reschedule on-campus interviews.

The Office of Career Development and Corporate Relations reserves the right to refuse service to organizations or individuals based upon the office’s sole discretion and specifically due to any of the following:

  • Requirement of personal information at the time of application, such as bank and social security numbers
  • Misrepresentation, whether defined by dishonest information or absence of information
  • Fraud
  • Harassment of Auburn University students, alumni, or staff
  • Breach of confidentiality as required by the Family Educational Rights and Privacy Act (FERPA)
  • Failure to adhere to Auburn University Samuel Ginn College of Engineering employer guidelines
  • Any violation of Auburn University rules and regulations
  • Any violation of local, state, or federal laws

The Office of Career Development and Corporate Relations reserves the right to make exceptions to these policies and guidelines as warranted by special circumstances; e.g. in certain situations deemed to be acceptable and beneficial to our students, the Office of Career Development and Corporate Relations, the university, or recruiters using our services. Such exceptions will be considered on a case-by-case basis. Please note that any exception made does not constitute a change in policy, nor is there a guarantee that this same decision will apply in the future.

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