Recruiting Policies 2009-2010

The recruiting policies are intended to ensure that the recruiting process is fair and straightforward for both employers and students. They apply to all employers that recruit through our office, both on- and off-campus.

Additionally, the Career Education Center adheres to and requires employers to abide by the National Association of College and Employers' (NACE) "Principles for Professional Conduct for Career Services & Employment Professionals." Full text is available here. Please contact the Recruiting Team with questions.

Eligible Students

On-Campus Interviews

All currently enrolled, degree-seeking Georgetown University undergraduates, College of Arts and Sciences graduate students and School of Continuing students may participate in on-campus recruiting. Please contact us with any questions regarding student eligibility.,

Off-Campus Interviews & Job Postings

All currently enrolled, degree-seeking Georgetown University undergraduates, College of Arts and Sciences graduate students and School of Continuing students may participate in off-campus recruiting. Additionally, alumni of these programs may view, apply and interview for any position that an employer makes available to alumni.

Interview Location and Time

On-Campus Interviews

All first-round on-campus interviews must take place in the Career Education Center, in the Leavey building, between 9am and 5pm, Monday through Friday.

Fall On-Campus Interviewing:
Begins on September 29, 2009 and ends on November 20, 2009

Spring On-Campus Interviewing
Begins on February 8, 2010 and ends on April 29, 2010

Off-Campus Interviews
Employers may designate an appropriate location and time for interviews.

Student Policies

Students are required to honor the following commitments:

• Pursue only positions in which they have genuine interest
• Respond to all invitations from companies offering them an interview 
• Participate in all interviews they accept 
• Be prompt and well prepared for all interviews
• Present an accurate account of work experience and education on their resume
• Answer all questions from the interviewers truthfully
• Cancel interviews at least 72 hours prior to the start of the scheduled interview
• Discontinue the job search immediately after accepting a job offer and notify all potential employers of their decision
  

Second-Round Interviews

To ensure that students have equal access to employers, the Career Education Center enforces that all second-round interviews must accommodate the student’s classes and previously scheduled first-round interviews.

NEW
Employers may offer a student a second-round interview 48 hours after the first-round interview or after the date below, whichever is later:

• Fall Interviewing: Second-round interviews may not occur before Friday, October 9, 2009
• Spring Interviewing: Second-round interviews may not occur before Friday, February 12, 2010
  

Additionally:

• Employers must notify students at least 48 hours in advance of a second-round interview.
• Employers must offer at least one alternative interview date option, without negative consequences, for second-round interviews.
• Students should not be asked, nor be expected to cancel a first-round interview or miss a class to attend a second-round interview.

NEW

Open Days

To help facilitate second-round interview scheduling for on- or off-campus interviews, first-round on-campus interviews will not be scheduled on:

• Friday, October 9, 2009
• Friday, October 16, 2009
• Friday, February 12, 2010
• Friday, February 26, 2010

*Students may still have academic commitments on these days.

It is the employer’s responsibility to coordinate second-round interviews with students, including travel arrangements for second- rounds outside of the Washington, DC, area. Do not make travel arrangements for students before conferring with them. It is customary for employers to reimburse students for travel expenses incurred to interview. If applicable, please indicate your policy when inviting a student to interview.

Extending Offers

Job offers for both full-time and internship positions should be made in writing and sent directly to the student. Please email the Recruiting Team at recruitingemployer@georgetown.edu, once an offer is extended. Offer letters should include:

• Start date
• Acceptance deadlines
• Salary information
• Other negotiated compensation

Offer Deadlines

Employers may make an offer at any time. Employers must give students a minimum of three weeks to make a decision on accepting an offer. See additional details below:

Offers resulting from:	Cannot expire before
Summer 2009 Internships	Full-time Offers: November 2, 2009 Follow-on Internship Offers (resulting from a previous summer): March 1, 2010
Fall 2009 Interviews	November 2, 2009 and Must be at least three weeks after the written offer. Bonuses and other incentives associated with the offer cannot expire before the dates above.
Spring 2010 Interviews	March 1, 2010 and Must be at least three weeks after the written offer. Bonuses and other incentives associated with the offer cannot expire before the dates above.

Violation of the offer dates above may result in suspension from recruiting activities for one academic year.

Changing On-Campus Interview Schedules

All changes must be made in writing and emailed to the Recruiting Team at recruitingemployer@georgetown.edu. Please include the company name, interview date, position name, and specific instructions. We will email you a confirmation when the changes have been made. If changes are made to a position that has applicants, the employer is responsible for notifying all candidates of any essential changes to the position.

Report Hiring Data & Feedback

We want to hear about your hiring success and your suggestions. Please report hiring data for full-time and internship positions and provide suggestions here.

Rescinding or Deferring Employment

Employers needing to rescind or defer employment should carefully review the guidelines and follow the NACE recommendations issued in 2002 in their Position Statement on Rescinded and Deferred Employment Offers. The NACE guidelines urge employers to adopt a two-part approach to employment offers under consideration for revocation. The first emphasizes the need for a commitment to high standards in recruiting. The second offers a reasoned approach to dealing with rescinded and deferred offers.

NACE recommends that employers who must revoke a commitment to do everything possible to avoid rescinding offers, to consider alternatives that do not require rescinding employment offers. These may include changes in job responsibilities, salary reduction and/or reduced workweeks, changes in job locale, delayed starting dates, and other reasonable options. For candidates whose start dates are deferred:

• Provide services to aid the candidates in securing other employment
• Provide financial assistance if the deferral will be longer than three months
• Communicate to candidates as soon as possible
• Contact the Career Center
• Stay in communication with candidates and the Career Center regarding start dates

The Career Education Center expects all employers to treat candidates in an ethical manner. We reserve the right to deny access to on-campus recruiting to any employers who we determine have not conducted their recruiting efforts ethically.

Alcohol for Recruiting Events

Serving alcohol should not be part of the recruitment process on- or off-campus.

Non-Discrimination

Georgetown University does not discriminate against any person on the basis of race, color, gender, sexual orientation, age, religion, national or ethnic origin, marital status, veteran status, or handicap in admissions to, access to, treatment in, or employment in its programs and activities. Accordingly, the school makes its facilities available to recruiting organizations whose practices are consistent with this policy.

Employers must comply with Equal Employment Opportunity (EEO) guidelines. In addition, employers must abide by the National Association of College and Employers' Principles for Professional Conduct For Career Services & Employment Professionals. Full text is available here.

Confidentiality

Employment professionals will maintain the confidentiality of student information, regardless of the source, including personal knowledge, written records/reports, and computer data bases. There will be no disclosure of student information to another organization without the prior written consent of the student, unless necessitated by health and/or safety considerations.

Third-Party Recruiters

Third-party recruiters must be recruiting for a specific position and recruiters may use only the information gathered for the advertised position. In addition, the company name must appear in the job description and the company profile must support the hiring company (not the third party recruiting agency). Third-party recruiters do not have access to resume books or on-campus recruiting.