Recruiting Policies

Employers who recruit through the Chase Career Center are expected to adhere to Equal Employment Opportunity (EEO) guidelines, the National Association of Colleges and Employers (NACE) Principles for Employment Professionals, and the Chase Career Center policies and guidelines indicated on this web site. 


Collection and use of data by the Chase Career Center is governed by The Federal Family Education Rights and Privacy Act (FERPA).


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.  Any employer who makes use of University of Massachusetts facilities must agree to abide by this policy.


Job Postings

All job listings are posted at the discretion of the Chase Career Center.  We reserve the right to decline to post jobs that do not support the interests of the Isenberg School of Management and our students.


The Chase Career Center does not accept or post positions that:


  • Require a fee for training or participation.
  • 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 in the classifieds section of the UMASS student newspaper, The Daily Collegian, or in other outside sources such as craigslist or the local newspaper.


Offer Guidelines

The Isenberg School of Management subscribes to the NACE Reasonable Offer Deadlines Guidelines, which state the following:


"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. 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."  


When possible, we recommend providing students a minimum of 4 weeks to respond to any employment offer.


Third-Party Recruiters

According to the NACE Principles for Third-Party Recruiters, "third-party recruiters are agencies, organizations, or individuals recruiting candidates for temporary, part-time, or full-time employment opportunities other than for their own needs."


The Chase Career Center provides third-party recruiters with access to various recruitment channels with the following restrictions:


  • Candidates must not be charged a fee.
  • When posting a job in Isenberg eRecruiting, third-party recruiters must:
  1. Select "Third Party Staffing" as the Industry in their general profile
  2. Post all positions under their own organization/agency name rather than that of their client
  3. Include a complete job description
  • Under no circumstances can student information be disclosed for other than recruiting purposes, nor can it be sold or provided to other entities outside of the client for whom the resume are designated.
  • Attendance at Isenberg Career Day will be limited to a small number of third-party recruiters as determined by the Chase Career Center on a first-come, first-served basis.  Two weeks prior to Career Day, the participating company must email Melissa Salva, Director of Recruiting Operations, a list of employers and the types of positions for which they will be recruiting at the event.



The Chase Career Center adheres to NACE alcohol policy: "Serving alcohol should not be part of the recruiting process on or off campus. This includes receptions, dinners, company tours, etc." This stance also supports UMASS Alcohol and Drug Use Policies.


Policy Violations

Employers who knowingly violate Chase Career Center policies may be denied access to Chase facilities and services during the subsequent recruiting season.