The University of Missouri is an equal opportunity employer and educator. In order to recruit students, employers must adhere to the Equal Employment Opportunity (EEO) standards. In accordance with federal and state law, the University prohibits unlawful discrimination against a job applicant or an employee because of the person’s race, color, national origin, ancestry, religion, sex, pregnancy, sexual orientation, gender identity, gender expression, age, disability, protected veteran status, or any other status protected by applicable state or federal law. The University also prohibits employers from requiring photo submissions of applicants, as this violates the EEO standards.
The University of Missouri Career Services Council requires recruiting organizations to adhere to and refer to the National Association of Colleges and Employers (NACE) Principles for Ethical Professional Practice.
While MU Career Services reviews each company profile and job posting, it makes no endorsements, representations, or guarantees about the positions listed on its website and is not responsible for safety, wages, working conditions, other aspects of employment, or whether the students/alumni have the requisite training and work experience to qualify for a position. It is the responsibility of the students/alumni to obtain all of the necessary information concerning the employer and the position and to take all necessary precautions when interviewing for, or accepting positions with an employer.
Right of Refusal
We reserve the right to refuse service if an organization has any unresolved investigations, complaints filed with the Better Business Bureau or Missouri Secretary of State, or for any egregious behavior as determined by the University of Missouri Career Services Council.
Employers Hiring Commission Sales Positions
In accordance with University of Missouri Career Services Council policies, career services will closely review any opportunity that involves any of the following to determine if approved:
- Employee bears financial responsibility for required supplies, equipment, or training
- Company practices an aggressive sales model
- Employee manages or owns branch or franchise
- Compensation is 100% commission
- Position is not intended for advancement to a full-time opportunity
The University of Missouri Career Services Council will not approve companies or positions who require a candidate to participate in door-to-door sales, canvassing, polling, or any scenario where a candidate is required to go to individual residential areas or enter homes.
The University of Missouri Career Services Council will not approve companies or positions whose purpose is to produce, test, distribute, or promote the use of recreational marijuana, medical marijuana, or marijuana-based products (i.e. cannabis, hemp, CBD, etc.). As the use of marijuana is illegal at the federal level and the University of Missouri receives federal funds, we must comply with federal law.
In addition, the use of marijuana violates the Drug-Free Schools and Communities Act and continues to be banned on campus (see Drug and Alcohol Policy).
One exception to this policy is research regarding industrial hemp. Missouri law allows institutions of higher education based in Missouri and research centers directed or operated by such institutions to engage in the research and study of the growth, cultivation, or marketing of industrial hemp as authorized under the federal Agricultural Act of 2014 or any successor law without being required to obtain a registration. University of Missouri departments may post student research positions directly relating to research projects for this purpose.
Required Fees and/or Equipment
The University of Missouri Career Services Council prohibits employers from posting positions if candidates are required to pay a fee. Furthermore, companies that require an enrollment fee, start-up cost, tuition/course fees, or the purchase of equipment or inventory for resale are not permitted to use Handshake.
Soliciting on Campus
In accordance with the University of Missouri Business Policy and Procedure Manual (BPPM), sales and solicitations on campus grounds and in campus buildings by recruiting organizations are prohibited without prior authorization. Examples of sales and solicitations not permitted on campus include:
- Buying back textbooks
- Selling merchandise
- Soliciting subscriptions or business services
Brand and Service Promotions
In accordance with the University of Missouri Business Policy and Procedure Manual (BPPM), promotions of services, products, or websites are prohibited on campus to MU students or staff without prior authorization. Any position seeking a candidate to promote a product, service, or website to other students on campus will not be posted. Examples include:
- Campus brand ambassadors
- Campus managers/reps
- Campus marketing assistants
- Selling advertising for student-driven products (apps, coupon services, etc.)
Hosting events/promotions: If you would like discuss creating a campus event or partnership to engage students (fee involved), please contact the Campus Activities Programming Board (CAPB) at 573-882-3780 or email@example.com.
Marketing on campus: If you would like to market your company, services, or products through an info table or info session, you may contact the Office of Reservations & Events to discuss options and cost. Please contact them at (573) 884-8793 or firstname.lastname@example.org. More details can be found at reservations.missouri.edu. Note: this cannot involve hiring a student ambassador. Any campus recruitment activity must be staffed by a current employee of your organization.
Failure to adhere to these policies could result in the student being reported to Office of Student Conduct for violation of University policy and in the employer being served a cease and desist letter.
This site does not post positions that are purely unpaid or volunteer opportunities (unless it is an unpaid internship that meets all internship guidelines listed below.) You may refer local volunteer opportunities to MU Office of Service Learning for posting possibilities.
According to the National Association of Colleges and Employers (NACE), an internship is defined as:
“A form of experiential learning that integrates knowledge and theory learned in the classroom with practical application and skills development in a professional setting. Internships give students the opportunity to gain valuable applied experience and make connections in professional fields they are considering for career paths; and give employers the opportunity to guide and evaluate talent.”
To ensure that an experience—whether it is a traditional internship or one conducted remotely or virtually—is educational, and thus eligible to be considered a legitimate internship by the NACE definition, all the following criteria must be met:
- The experience must be an extension of the classroom: a learning experience that provides for applying the knowledge gained in the classroom. It must not be simply to advance the operations of the employer or be the work that a regular employee would routinely perform.
- The skills or knowledge learned must be transferable to other employment settings.
- The experience has a defined beginning and end, and a job description with desired qualifications.
- There are clearly defined learning objectives/goals related to the professional goals of the student’s academic coursework.
- There is supervision by a professional with expertise and educational and/or professional background in the field of the experience.
- There is routine feedback by the experienced supervisor.
- There are resources, equipment, and facilities provided by the host employer that support learning objectives/goals.
If a position does not meet the above criteria, we will be unable to post it.
Compensation details must clearly state if a position is 100% commission; includes a base salary (if partially commission-based); or clearly state how the participant will be compensated in the job description or the position will not be posted. Internships must be clear if they are paid or unpaid.
Every employer with wage-based positions should comply with minimum wage rates set forth by the United States Department of Labor’s Fair Labor Standards Act (FLSA).
EMPLOYER ACCESS TO STUDENTS AND HANDSHAKE
In order for third-party recruiters, including employment agencies, search firms, contract recruiters, and online job posting or résumé referral services, to access Handshake, recruiters must adhere to the following standards:
- No fees may be charged to applicants at any time
- The position must be posted for which the agency is conducting a search
- Information about the hiring employer must be disclosed to applicants prior to an interview
- Solicitation of services to other businesses while on campus grounds is prohibited
Incomplete Employer Information
In order to post a position on Handshake, companies must provide specific information about their organization, including a valid website and detailed organization description, so that interested candidates may research career opportunities in depth.
Any employer from a company or organization with 1) a personal email address like Gmail or Yahoo or 2) an email address domain that does not match the company domain, will be investigated before possibility of approval.
Private households can post positions on Handshake, but will not be granted access to search candidates. These employers must submit their job posting information online through this request form.
Employment Matching Websites
We do not allow a company access to the Handshake site when only used to promote a specific job search engine or employment matching service. Examples might include:
- Sites that match tutors, teachers, nannies, work from home positions, or personal assistant services
- Job search engine promotion
- Freelance talent posting services
- Crowdsourcing, “microtask”, or project completion sites
Only positions for employment vacancies within the company will be approved. Advertisements to become a user/registrant on the site will not be approved.