http://www.aarweb.org/Programs/Career_Services/Employment_Center/default.asp
Employment Center
At the Annual Meetings, the Employment Center provides employers and candidates with:
- Interview facilities
- Access to the Message Center to send and receive confidential communications
- Job and resume listings
- Annual Meetings edition of Employment Listings
2013 Dates and Location
|
Hours of Service
| Friday, November 22 | 7:00 PM (19.00h) – 9:00 PM (21.00h) |
| Saturday, November 23 | 8:00 AM (8.00h) – 7:00 PM (19.00h) |
| Sunday, November 24 | 8:00 AM (8.00h) – 7:00 PM (19.00h) |
| Monday, November 25 | 8:00 AM (8.00h) – 7:00 PM (19.00h) |
All Annual Meetings registrants are invited to visit the Employment Center. Those who expect to conduct a job search at a future Annual Meeting are encouraged to drop by on Sunday or Monday for a tour.
Advertising a Job
In order to ensure the widest possible pool of candidates, all jobs registered with the Employment Center must be advertised in the online Employment Listings. Your ad must appear for at least 30 days and at least one of these days must fall within the 60-day period before the Annual Meetings. The fee for this advertisement is not included with your Employment Center registration fee. To place an ad in Employment Listings, click here.
Registration
Candidates: In order to register for the Employment Center, you must also register for the 2013 Annual Meetings. Please click here to register for the Annual Meetings.
Employers: Only those people who are registered for the Annual Meetings may utilize the Employment Center. You may register as either an AAR member, SBL member, joint member, or at the nonmember registration rate. All team members must be registered for the Annual Meetings. If you need to register for the Annual Meetings, please click here to register.
For Employment Center fee information, to register, and for frequently asked questions, please see the Employer Services page here.
Employment Center Guidelines
Candidates and employers, by use of the Employment Center and its services, agree to read and uphold the following policies and procedures:
- Every job opportunity for which interviews are to be held at the Annual Meetings should be advertised in Employment Listings.
- All interviews at the Annual Meetings, including interviews by prearranged appointments, should be conducted in space arranged by the Employment Center.
- No interviews are to be conducted in sleeping rooms.
- Interviewees should be notified in a timely fashion of the location of the interviews.
- Interviewers should communicate in writing to interviewees that, if they request to be interviewed in a different place, it will be arranged without prejudice to their candidacies.
- If any candidate requests within a reasonable time that an interview be moved to a different venue, the interviewers should make a good faith effort to comply, and notification should be given to the Employment Center staff that such a change was requested and what the disposition was.
- Interviewees and interviewers are free to enlist the mediatorial services of the Employment Center staff in the event of differing views of what compliance with these guidelines entails.
- Grievances of any kind regarding interviews conducted at the Annual Meetings may be filed with the Employment Center staff and will be referred to the Employment Services Advisory Committee for consideration.
- Interviewers should notify interviewees that they must be Annual Meetings registrants. Interviewees are not required to register for the Employment Center.
Affirmative Action Statement
It is expected that all employers will adhere in good faith to applicable federal, state, and local regulations concerning affirmative action, equal employment opportunity, and nondiscrimination. Furthermore, employers are encouraged to take affirmative action initiatives. Institutions, if any, to which these regulations do not apply, or institutions, if any, at which religion has been determined to be a bona fide occupational qualification should state this in their job announcements. In addition, job announcements should state the criteria by which candidates will be evaluated (major field, supplementary fields, degree(s), experience, publications, etc.). It is further expected that candidates will be evaluated for hiring, promotion, and tenure on the basis of appropriate professional credentials, qualifications, and affirmative action considerations.
