For more than 50 inspiring years, AACC has been meeting community needs through education and job training. We welcome your participation and partnership at our Fall 2018 Job Fair.
This fair is open to students in all our AACC Fields of Interest. The fair is also open to employers looking to recruit for full-time, part-time, seasonal, and internship opportunities.
Our Spring 2016 Job Fair attracted more than 550 seekers throughout the MD/DC Metro area including students and alumni of Anne Arundel Community College.
EARLY REGISTRATION IS NOW OPEN THROUGH JUNE 30!
Go to: http://bit.ly/2L2JMSK
Go to the website.
The staff at Employment Services at The Career and Transfer Resource Center makes every effort to perform checks and due diligence on new employers who register on our database. However, we ask that you check the following when conducting your job search or responding to job postings:
The company’s website does not work nor has detailed information about the company.
The email address for the recruiter is personal and does not correspond to the company’s email on record. For example, you may see email@example.com instead of firstname.lastname@example.org.
The address for the job posting lists a home address and does not correspond to the legal business address for the company.
The job description is sparse; includes spelling and grammatical errors, and is not in keeping with the company’s services and mission.
The recruiter is offering you a job without a face to face interview.
The recruiter asks for your personal information (bank account, social security number, credit card) OR asks you to send money or prepay for services and you will be reimbursed later.
The compensation seems far too generous. For example, you are offered $2,400.00 per week to perform simple tasks.
Google: Conduct a google search using the name of the employer and then the recruiter’s name and the word “scam” and check results.
Better Business Bureau: Go to http://www.bbb.org/ and check the company/recruiter’s name and you can also use the scam tracker available on the site.
Federal Trade Commission: Go to https://www.ftc.gov/ for various consumer information including SCAM Alerts.
Glassdoor: Go to www.glassdoor.com and conduct a company review.
If you think you have engaged in any fraudulent activity with an employer:
1. Cease any activity with the employer.
2. Contact Employment Services at The Career and Transfer Resource Center at 410-777-2770 or via email at email@example.com.
In an effort to increase engagement with our students, we are requesting that you complete the following sections correctly for your job posting.
1. Go to MAJORS WANTED and choose the specific majors that best fit the position you are posting. You can use Control-Click to select multiple majors. You may select up to 50 different majors.
2. Go to "JOB TARGETS WANTED" and choose the specific Job Targets that best match the position you are trying to fill. You can choose up to three different targets.
This will help us to disseminate the job postings to specific departments, which match your job being targeted. Also, this will help the students to search for jobs based on majors and job targets.
Questions? Call 410-777-2770.
Employment Services at Anne Arundel Community College adheres to the Principles for Professional Practice set forth by the National Association of Colleges and Employers (NACE). Employers must follow and agree to these guidelines to recruit students, alumni and community members.
PRINCIPLES FOR THIRD-PARTY RECRUITERS
Preface: The NACE Principles provides definitions and guidelines for third parties and contractual/staffing services. It is our hope that career services will use this information to make appropriate decisions about the use of third-party, contractual, and staffing services in their operations, including career fairs. These standards are also designed to provide guidance to third-party recruiters who recruit college graduates through the college recruitment process. These standards are not to be construed as requiring or encouraging, or prohibiting or discouraging, use of third-party recruiters by college or employer professionals.
1. Definition of third-party recruiter:
a) 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. This includes entities that refer or recruit for profit or not for profit, and it includes agencies that collect student information to be disclosed to employers for purposes of recruitment and employment;
b) Third-party recruiting organizations charge for services using one of the following fee structures:
1. Applicant paid fee—The applicant pays the third-party recruiter a flat fee for services rendered or a fee based upon the applicant's starting salary once the applicant is placed with an employer.
2. Employer paid fee—
a) Retainer—The employer pays a flat fee to the third-party recruiter for services performed in the recruiting of individuals to work for the employer.
b) Contingency fee—The employer pays to the third-party recruiter a percentage of the applicant's starting salary once the applicant is hired by the employer.
c) Fee for service—The employer pays a fee for specific services, e.g. job postings, access to resumes, booth space at a job fair, etc.
c) The above definition includes, but is not limited to, the following entities regardless of the fee structure used by the entity to charge for services:
1. Employment Agencies—Organizations that list positions for a number of client organizations and receive payment when a referred candidate 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.
2. Search Firms—Organizations that contract with clients to find and screen qualified persons to fill specific positions. The fees for this service are paid by the clients.
3. Contract Recruiter—Organizations that contract with an employer to act as the employer's agent in the recruiting and employment function.
4. Online Job Posting or Resume Referral Services—For-profit or commercial organizations that collect data on job seekers and display job opportunities to which job seekers may apply. The data collected on job seekers are sent to prospective employers. Fees for using the services may exist for the employer, school, or job seeker.
d) Temporary Agencies or Staffing Services—Temporary agencies or staffing services are employers, not third-party recruiters, and will be expected to comply with the professional practice principles set forth for employer professionals. These are organizations that contract to provide individuals qualified to perform specific tasks or complete specific projects for a client organization. Individuals perform work at the client organization, but are employed and paid by the agency.
e) Outsourcing Contractors or Leasing Agencies—Outsourcing contractors or leasing agencies are employers, not third-party recruiters, and will be expected to comply with the professional practice principles set forth for employer professionals. These are organizations that contract with client organizations to provide a specific functional area that the organization no longer desires to perform, such as accounting, technology services, human resources, cafeteria services, etc. Individuals hired by the outsourcing or leasing firm are paid and supervised by the firm, even though they work on the client organization's premises.
f) In most cases temporary agencies, staffing services, outsourcing contractors, or leasing firms will be treated as employers. However, should these firms actually recruit individuals to be employees of another organization, then the third-party professional practice principles shall apply.
2. Third-party recruiters will be versed in the recruitment field and work within a framework of professionally accepted recruiting, interviewing, and selection techniques.
3. Third-party recruiters will follow EEO standards in recruiting activities in a manner that includes the following:
a) Referring qualified students to employers without regard to the student's race, color, national origin, religion, age, gender, sexual orientation, or disability;
b) Reviewing selection criteria for adverse impact and screening students based upon job-related criteria only, not based upon the student's race, color, national origin, religion, age, gender, sexual orientation, or disability;
c) Refusing, in the case of resume referral entities, to permit employers to screen and select resumes based upon the student's race, color, national origin, religion, age, gender, sexual orientation, or disability;
d) Avoiding use of inquiries that are considered unacceptable by EEO standards during the recruiting process;
e) Affirming an awareness of, and sensitivity to, cultural differences and the diversity of the work force;
f) Investigating complaints forwarded by the career services office or the employer client regarding EEO noncompliance and seeking resolution of such complaints.
4. Career centers may choose to advise students to approach with caution third-party recruiters who charge a fee. Members are encouraged to make available to students the NACE publication, "A Student's Guide to Interviewing With Third-Party Recruiters."
5. Third-party recruiters will disclose information as follows:
a) Third-party recruiters will disclose to students the name(s) of the client, or clients, that the third-party recruiter is representing and to whom the students' credentials will be disclosed.
b) When deemed necessary, third-party recruiters will disclose information upon request to career services that would enable career services to verify that it is recruiting for a bona fide job opportunity. Information should include contact information for the organization for which the third party is providing recruiting services. Career services must respect the confidentiality of this information and may not publish it in any manner.
6. Third-party recruiters will not disclose to any employer, including the client-employer, any student information without obtaining prior written consent from the student. Under no circumstances can student information be disclosed for other than the original recruiting purposes nor can it be sold or provided to other entities. Online job posting and resume referral services must prominently display their privacy policies on their web sites, specifying who will have access to student information.
7. Third-party recruiters attending career fairs will represent employers who have authorized them and will disclose to career services the names of the represented employers.
Upcoming Events & Programs
About Our Services
Our online Employer Services are available 24 hours a day, seven days a week.
You must register your organization with our office prior to accessing these services. Once your registration is reviewed, if it is approved you will receive an email which includes a link to activate your account.
If approved, depending on your access level, you will be able to use some or all of the services listed below:
- Job Posting
Post jobs targeted to Anne Arundel Community College students, alumni, community residents.
- Résumé Search
Search résumés of our students, alumni, community residents. When searching for alumni, your results may include community residents.
- Portfolio Search
Search career portfolios that have been prepared by our students, alumni, community residents.
- On-Campus Interviewing
In addition to posting on our Job Board, you may also post positions that involve on-campus interviews. An interview date will be scheduled after we review and approve your posting. You may then log in to check submissions, candidate status and schedules. On-campus interviews occur during specific times of the year. If you do not know our recruiting schedule, please contact us before posting your job.