Post a Job

Thank you for your interest in listing job opportunities at Grand Valley State University. Posting your opportunities through our online recruiting system, Handshake, makes your listing accessible to all GVSU students and alumni – and it’s fast, easy and free!

Job Posting Standards

In order to post and have your listing approved by the GVSU Career Center, employers and postings must comply with the following standards:

  • Provide complete organizational contact information (organization name, address, organization URL, organization description, contact name, organizational email address for contact, contact phone number).
  • Adhere to NACE Professional Standards for University Relations & Recruiting.
  • Conform to applicable Equal Opportunity Employment laws and related legislation.
  • Postings with expiration dates more than one-year after the initial posting date will not be approved.
  • To ensure maximum exposure, we recommend expiration dates between two-weeks and six-months from the initial posting date.
  • No fees of any kind may be charged to students or alumni.
  • Job opportunities related to the use or distribution of recreational or medical marijuana or related products will not be posted or approved (view policy).

Third Party Recruiters

In accordance with the National Association of Colleges and Employers (NACE), we define "third party recruiters" as agencies, organizations, or individuals recruiting candidates for temporary, part-time, or full-time employment opportunities other than for their own needs. This includes entities that refer or recruit on behalf of for-profit or non-profit organizations, and includes agencies that collect student information to be disclosed to employers for purposes of recruitment and/or employment. The term “third party recruiters” refers to, but is not limited to employment agencies, staffing services, temporary agencies, on-line job boards, recruiters, and contractors. Third party recruiters must agree to the following conditions:

  1. The third party recruiter will disclose the name(s) of the client or clients that the third-party recruiter is representing and to whom the credentials will be disclosed.
  2. The GVSU Career Center maintains the right to verify this information with the known client.
  3. Although the client information does not need to be listed in the posting, the third-party recruiter must disclose the client name to prospective candidates.
  4. Under no circumstances can student or alumni information be disclosed for other-than-stated recruiting purposes, nor can it be sold or provided to other entities outside of the client for whom the resumes are designated.
  5. Attendance at GVSU events and fairs will be limited to a reasonable number of third party recruiters, approved on a first-come, first-served basis as determined by the GVSU Career Center. Any third party recruiters permitted to participate must represent employers who have authorized them to do so and must disclose the names of the employers they represent.

Setting Reasonable Deadlines for Job Offers

In order to give students the chance to fully engage in the campus recruitment and interview process, we ask employers to review and abide by NACE Guidelines regarding Setting Reasonable Deadlines for Job Offers (excerpted below). For Fall recruitment, we recommend a November offer deadline. For Spring recruitment, we recommend a March offer deadline.

“In a robust and fast-paced job market for graduates and interns, some employers attempt to mitigate the effects of job-market competition with practices, including offering incentives and/or requiring students to accept job offers within a short time frame. In some instances, these practices could lead to students feeling that they were pressured to accept offers. 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 and transparency. Students given sufficient time to attend career fairs, participate in on-campus interviews, and 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."

– National Association of Colleges and Employers Advisory Opinion

Posting Resources