Faculty Recruiting Support CICS

Recruiting Guidelines & Policies

Thank you for recruiting at UMass!

All employers who recruit through CICS Careers are expected to adhere to Equal Employment Opportunity (EEO) guidelines, the National Association of Colleges and Employers (NACE) Principles for Ethical Professional Practice, and the CICS Careers policies and guidelines detailed below, which are subject to change without prior notice. CICS Careers reserves the right to suspend an employer's privilege to recruit at UMass Amherst for any reason, including failure to abide by these policies & guidelines.


Offer Decision Deadline Guideline

We are working to reduce the number of offer renegotiations ("reneges") through student education and employer policy.

Return offers after summer internships: Students should have until October 31st to accept/decline offers. 
Full-time and internship offers: Students should have at least 2 weeks from the receipt of the complete written offer to accept/decline offers.

We discourage employers from using "exploding offers" or other practices that would improperly induce early acceptances any time of the year.


Non-Discrimination Policy

The University of Massachusetts makes its facilities and services available to employers who do not unlawfully discriminate in the selection of employees on the basis of basis of race, color, religion, creed, sex, age, marital status, national origin, mental or physical disability, political belief or affiliation, veteran status, or sexual orientation. 

All hiring tests must comply with Equal Employment Opportunity Commission (EEOC) standards and the Americans with Disabilities Act (ADA). 

We are proponents of the NACE Ethical and Legal Standards regarding staff and faculty candidate referrals.


Work Authorization, Visa and Citizenship Status

The Immigration and Nationality Act prohibits citizenship status and national origin discrimination with respect to hiring, termination, and recruiting or referring for a fee (source). Employers should follow the best practices set forth by the Department of Justice. For example, the Department of Justice sanctioned language for employers to use when they don’t want to engage in immigration sponsorship is the following: “Applicants must be authorized to work in the US”.

Employers are allowed to ask questions regarding an applicant’s work authorization in the U.S., namely:

  • Are they currently work authorized?
  • Will they now or in the future require work authorization sponsorship from their employer?

Employers may not ask a candidate specifics about work authorization or ask them to produce documentation until an offer is accepted and in preparation for completing Form I-9.   

Employers are not obliged to sponsor a candidate for work authorization, i.e. immigration sponsorship.  Immigration sponsorship can be temporary (e.g. H1B) or permanent (green card).  This is discretionary and an employer is allowed to disqualify a candidate on the basis of lack of work authorized status.


Job Posting Policies

All job listings are posted at the discretion of the UMass Amherst Career Centers. We reserve the right to decline to post jobs that do not support the interests of our university and students.

CICS Careers does not approve postings that:

  • Require a fee for training or participation.
  • Would employ students at a private residence.
  • Would employ students by a private individual with an unestablished business and no employment or work-for-hire contract. These parties are encouraged to post their openings on the UMass Amherst Student Job Board or in other outside sources such as craigslist or the local newspaper.

Unpaid internships must meet the requirements set by the U.S. Department of Labor (DOL) Fair Labor Standards Act (FLSA).


Third-Party Recruiters Policy

Third-party recruiters, as defined by NACE, may post jobs under the following conditions:

  • They must fully disclose the name of the client that the third-party recruiter is representing and to whom the students’ credentials will be disclosed.
  • They must keep all student information obtained confidential unless receiving additional written student consent. This standard complies with Family Educational Rights and Privacy Act (FERPA).
  • They must not retain any student resumes for future placement unless given additional student written consent.
  • They must not charge a fee to the applicant.


Other UMass Policies

Employers are expected to abide by all UMass policies, including those related to alcohol & drugs, as well as and tobacco



Contact cicscareers [at] cics.umass.edu (CICS Careers).