On-Campus Recruiting Policies
On-Campus Recruiting is centralized and managed by The Emory Career Center for the following populations:
- undergraduate students from the Emory College of Arts & Sciences
- undergraduate students from the Goizueta Business School
- recent alumni (within one year of graduation) still in the job search process, with The Career Center’s approval to participate
The following offices maintain separate on-campus recruiting processes for their students:
Please note, students and alumni from these programs may be allowed to participate in The Emory Career Center’s on-campus recruiting, upon request from employers and approval from The Career Center.
It is our hope that on-campus recruiting at Emory is a rewarding experience for all of our students, employers, and staff. We truly value and appreciate your decision to recruit at Emory, and trust that all employers will abide by the Principles of Professional Conduct for Career Services Professionals outlined by the National Association of Colleges and Employers (NACE).
Employers are expected to maintain the confidentiality of student information, regardless of the source (including personal knowledge, written records/reports, social networking websites and computer databases). An employer should not disclose information about a student to another organization without the prior written consent of the student, unless necessitated by health, legal, and/or safety considerations.
Employers are also expected to provide accurate information about their organizations and employment opportunities. This includes, but is not limited to: positions available, position responsibilities, career advancement opportunities, salary and benefits, and location.
- Students must apply to your position(s) using the Handshake on-campus recruiting system. Employers can request students to apply to their website, in addition to applying via Handshake.
- Each organization is responsible for reviewing and selecting candidates. To ensure you are selecting candidates that meet the organization's screening criteria, refer to the APPLICANTS tab attached to each position within your on-campus schedule on Handshake. The Career Center will not screen candidates for the employer or adjust campus interview schedules after the selections have been submitted and the students have been notified through Handshake.
- Employers may only interview candidates at The Career Center’s facilities for on-campus visits. We can assist employers in building schedules at their offices, but employers must use Handshake to facilitate on-campus interviews.
- Employers must abide by The Career Center’s Job Posting Policies when attaching the position(s) to their on-campus schedule.
- Employers must advise The Career Center of any test/assessment they wish to conduct and eliminate such a test/assessment if it violates the University’s campus policies or fair employment practices.
- Please submit all changes to on-campus interview schedules in writing to email@example.com. All changes must be submitted prior to the interview sign-up date.
Cancellations must made in writing and sent to firstname.lastname@example.org at least 4 weeks in advance of the scheduled visit to avoid a cancellation fee.
- Any events that are rescheduled for a future date or scheduled and cancelled less than 4 weeks in advance will automatically be charged the $75 cancellation fee
- All events must be scheduled at a minimum of 2 weeks in advance of the campus visit
- All events scheduled 2 weeks or less than the event start date or rescheduled will be charged a $75 fee
- Organizations with outstanding charges must pay their balance in full before additional reservations may be made on campus
The employer is required to provide The Career Center a cancellation statement to send to all student applicants on their behalf, providing a reason for the cancellation and next steps.
If an alternate interview date is needed, The Career Center will do its best to accommodate this request.
Employers are expected to communicate hiring decisions to students, whether favorable or unfavorable. Students should be made aware of their hiring status within a timely fashion, especially within the agreed upon time frame between the employer and the student.
Employers must advise The Career Center of any test/assessment they wish to conduct and eliminate such a test/assessment if it violates the University’s campus policies or fair employment practices. Employment professionals must also advise students in a timely fashion of the type and purpose of any recruitment required test to whom the results will be disclosed.
Emory Career Center's facilities are to be used by employers solely for the purpose of interviewing students. Employers who need to conduct employment-related tests should make arrangements at an off-campus facility.
Employers are expected to comply with the Equal Employment Opportunity (EEO) and affirmative action principles and engage in non-discriminatory practices throughout the recruiting process by (per the NACE website):
a) Recruiting, interviewing, and hiring individuals without regard to race, color, national origin, religion, age, gender, sexual orientation, veteran status, or disability, and providing reasonable accommodations upon request;
b) Reviewing selection criteria for adverse impact based upon the student's race, color, national origin, religion, age, gender, sexual orientation, veteran status, or disability;
c) Avoiding questions that are considered unacceptable by EEO guidelines for fair employment practices during the recruiting process;
d) Developing a sensitivity to, and awareness of, cultural differences and the diversity of the work force;
e) Informing campus constituencies of special activities that have been developed to achieve the employer's affirmative action goals;
f) Investigating complaints forwarded by the career services office regarding EEO noncompliance and seeking resolution of such complaints.
Employers are asked to provide Super Day/second round interview dates to The Career Center at the time first round interviews are scheduled. As a courtesy to the other employers who have scheduled their first round interviews in advance, we highly recommend employers to consider the following guidelines when inviting students to a super day/second round interview:
- Describe recruiting timelines and expectations to students early in the recruiting process.
- Hold second-round interviews on campus.
- Give the student at least 72-hour notice about an off-campus super day/ second-round interview.
- Offer students atleast two dates to schedule for an off-campus super day/second-round interview.
- Note that students who cancel a previously scheduled interview, to attend an off-campus super day/second round interview, after the designated interview cancellation period, are subject to suspension from the On-Campus Interview Program and Handshake. Please do not put a student in danger of violating the cancelation policy.
The Career Center strongly requests that employers allow students sufficient time to carefully consider their employment options and make well-informed decisions. If this policy is restrictive in light of your current business conditions, please contact the Associate Director of Employer Relations at The Career Center to discuss your organization’s needs BEFORE extending offers.
All employers participating in on-campus recruiting (which includes ALL interviews with job postings on the Handshake system) are required to follow these policies:
Full-Time & Internship Hiring
|Date of Offer:||Acceptance Deadline:|
OR three weeks from date of offer, whichever is later; Acceptance deadline for previous summer interns We encourage you to work with our students regarding extensions.
|Nov 1||OR three weeks from date of offer, whichever is later; Acceptance deadline for a new offer.|
|Spring Full-Time Interview Season||2 WEEKS from Date of Offer|
We expect employers to honor all offers made to students and that no conditions will be placed on the offer (e.g., “You have by the end of the day to make a decision”, "We have 10 offers outstanding for 8 openings and will accept the first 8 students who get back to us," etc.). No incentives may be offered to induce students to accept offers early (e.g., “We will provide a $5,000 bonus if you sign today,” etc.).
An official offer from an employer should be in written format and contain the position title, salary, start date, and work location.
If an employer is considering withdrawing an offer from an Emory student, for any reason, please contact The Career Center Recruiting Team (email@example.com) immediately.
Please note, if an employer is required to revoke an accepted job offer due to changing conditions within the company, the student is entitled to a fair and equitable course of action, including but not limited to: financial assistance and outplacement service.
Employers are asked to inform The Career Center of all accepted full-time and internship offers of employment to Emory students, in order to ensure The Career Center has accurate statistics regarding student’s job offers, acceptances, and salaries. This information is kept strictly confidential, and used only for statistical purposes.