UK Employer Recruiting Guidelines

General Information:

UK Career Services is pleased that you are interested in recruiting and hiring students from The University of Kentucky.  Campus career services offices offer many options to help you connect with students and fulfill your recruitment objectives.  The Stuckert Career Center provides services for undergraduate and graduate students, and recent UK alumni.  Separate career services offices are maintained for students in the College of Engineering; the Gatton College of Business and Economics; the Lewis Honors College; and the College of Law.  The University of Kentucky operates on a traditional semester schedule, and students graduate in May, August, and December.

This document summarizes UK employer recruiting policies and procedures.  Failure to abide by these guidelines may result in loss of recruiting privileges through UK.  The UK Career Services Team offers assistance to employers and individuals in accordance with the Professional Standards for University Relations and Recruiting outlined by the National Association of Colleges and Employers (NACE).  Final approval to use UK’s facilities and services rests with the UK Career Services leadership team.  Permission to use UK Career Services’ facilities does not imply University approval or endorsement of the recruiting organization/individual or its policies, practices, or products/services.

General Employer Eligibility Guidelines:

In order to remain eligible for all University of Kentucky employer programs and services, all employers must abide by the general policies listed below.  In addition, specific services may have additional requirements which will be provided in the section of this document that outlines that service.  

  • Employers must refrain from using alcohol in recruiting activities. 
  • Employers must be familiar with and abide by all applicable University of Kentucky Campus Policies and Procedures. Specifically, the Policy on Use of University Facilities for Noncommercial and Commercial Purposes applies to employers and their activities on campus.
  • Employers must abide by the Professional Standards for University Relations and Recruiting outlined by the National Association of College and Employers (NACE).   
  • Employers must 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.
  • Employers must abide by federal and Kentucky Equal Employment Opportunity (EEO) guidelines. Resources on EEO laws
  • Employment offers must be good-faith positions that require no further conditions (i.e., passing an examination at the end of a brief training period) other than continued satisfactory performance of duties and responsibilities contained in the job description.
  • Compensation must be listed in the posting as dependent on experience (DOE) if a specific amount has yet to be determined
  • Employers must provide valid contact information including an organizational email account.  Employers using personal (YAHOO, GMAIL, HOTMAIL, etc.) email accounts may not be authorized to use UK Career Services.  
  • Employers must provide a valid website address.  If no web address is provided, we will not approve the account.  If you do not have a website, employers must receive permission from the Assistant Director for Employer Relations and Community Partnerships to leave this field blank.
  • Positions may not be for domestic employment (i.e. babysitting, gardening, driving, and house cleaning).
  • Employment offers must not be contingent upon candidates paying fees related to confirming employment.
  • Employers must fully disclose to UK Career Services and students/alums the structure of their compensation packages and business costs incurred through employment.
  • Employers must not solicit or sell their products or services during the course of recruiting. 
  • Employers must ensure that all recruiting professionals are trained and understand how to professionally represent their employer.
  • Job postings involving work outside of the United States and its territories may require additional review and verification of the employer's good standing within the country of origin. Staff are able to reject any posting where there is a degree of doubt in the posting’s legitimacy. 

Positions may not be multi-level, network, or pyramid marketing opportunities. The United States Federal Trade Commission defines multi-level marketing as a business structure in which individuals sell products to the public – often by word of mouth and direct sales. Organizations promoting opportunities for students to become independent contractors or to start their own businesses are ineligible to participate in UK services.  A multi-level marketing company is defined as one that engages in any of the following:

  • Sponsors individuals to set up their own businesses for the purpose of selling products or services and/or recruiting other individuals to set up their own businesses
  • Requires an initial investment (payment of a fixed fee, payment to attend orientation or training session(s), and/or the purchase of a starter kit or product samples)
  • Offers compensation in the form of straight commission, fees from others under their sponsorship in the organization, and/or a percentage of sales generated by others
  • Requires direct sales of a product or service to a student’s personal network or family 

Internship Guidelines:

An internship is 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.

  1. 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 simply advance the operations of the employer or be the work that a regular employee would routinely perform. 
  2. The skills or knowledge learned must be transferrable to other employment settings. 
  3. The experience has a defined beginning and end, and a job description with desired qualifications. 
  4. There are clearly defined learning objectives/goals related to the professional goals for the student's academic coursework. 
  5. There is supervision by a professional with expertise and educational and/or professional background in the field of the experience. 
  6. There is routine feedback by the experienced supervisor. 
  7. There are resources, equipment, and facilities provided by the host employer that support learning objectives/goals. 

If these criteria are followed, it is the opinion of NACE that the experience can be considered a legitimate internship (National Association of Colleges and Employers, December 19, 2011).

Experiences that DO NOT qualify as Internships:

  • Commission-based positions
  • Internships located in home-based businesses
  • Situations where 100% of the work is done remotely or virtually (Campus Representatives or Ambassadors)
  • Positions in which the intern displaces a regular employee
  • Positions that require door-to-door canvassing, cold-calling, or petition gathering
  • “Independent contractor” relationships that require the intern to set up his/her own business for the purpose of selling products, services and/or recruiting other individuals to set up their own business
  • Family-owned businesses or positions supervised by a family member.
  • Telemarketing positions
  • Positions in which the student is required to pay the employer for any part of the experience (fees for training, etc.) (should there be specific exceptions, such as transportation, housing, food, etc.) (Visa, passport, vaccinations, for international internships)

If the internship is unpaid, the employer needs to adhere to the Test for Unpaid Interns established by the Department of Labor Standards (USDL Fact Sheet #71)

Remote Internships

Must articulate the following in the posting to be approved:

  • How will the student be supervised?
  • How is this a learning opportunity?
  • Will the student need to provide their own equipment? (i.e., computer)
  • Virtual Internships involve work that is done remotely over the web, email and phone. Given the flexible nature of virtual internships where there is potential for the intern and supervisor never to meet face to face, the following criteria must be met in addition to the requirements outlined in policy:

a. The type and frequency of contact between the Experience Provider and intern must be determined in advance and documented on the Internship Learning Agreement.

b. The Internship Supervisor must hold a minimum of one meeting per week with the intern (either face-to-face, on the phone, or using web-based technology) for the purpose of direct feedback and supervision regarding projects, assignments, deadlines, etc. Students engaging in virtual internships must have access to the appropriate tools with which to perform their duties

Third Party Guidelines:

Third Party Employment Services (TPES) typically includes agencies, organizations, or individuals that recruit candidates for employment other than for their own needs. The following guidelines govern the manner in which TPES agencies may use UK Career Services at the University to access candidates.

Third Party Employment Services are usually defined as:

  • Employment Agencies—Organizations that list positions for a number of client organizations and receive payment when a candidate they have referred is hired.
  • The fee for listing a position is paid either by the firm listing the opening (“fee paid”) or by the candidate who is hired.
  • Temporary agencies acting as TPES—Organizations that contract with a client organization to provide individuals qualified to perform specific tasks or complete specific projects for the organization. Assignments usually last between two weeks and one year. Individuals work at the client organization but are paid by the agency.
  • Search Firms—Organizations that contract with clients to find and screen qualified persons to fill specific positions. The fees paid for this service are paid by the clients.
  • Because UK Career Services can neither research nor endorse TPES agencies, the following guidelines have been established for the protection of the students, alumni, and the Center.


  • No direct referrals of candidates will be made to TPES agencies by UK Career Services.
  • Under no circumstances may fees be charged to candidates.
  • TPES may recruit only for clients they represent. Candidates’ names and/or resumes obtained for a job opening may not be used for subsequent job openings or for solicitation of employer clients, except where specific arrangements have been initiated and agreed to by the candidates involved.
  • TPES must provide verification that the agency has an employer for whom it is working and a job to fill when requested to do so by UK Career Services.
  • TPES may not post positions for employing organizations that participate in the Center’s On-Campus Recruitment Program.
  • Third Party agencies must comply with the applicable federal and state non-discrimination laws to include the Age Discrimination in Employment Act, Title VII of the Civil Rights Act of1964, and the Americans with Disabilities Act (ADA.)


  • Participate in UK career fairs (fees apply)
  • Post opportunities to UK Career services’ job and internship board, Handshake


1. Student part-time job opportunities may be posted through the Human Resources department (also a free service) and accessed through this link (  

2. Volunteer positions should contact the UK Center for Community Outreach

3. International internships are advertised and reviewed in partnership with the UK International Center and may be accessed here. (