The School of Management Career Resource Center (CRC) is committed to establishing a fair, competitive and ethical recruiting environment for both students and employers.
Employers using CRC services are expected to follow these policies in order to create a successful recruiting relationship.
Pursuant to university policy, it is the policy of the CRC to provide our students and graduates with equal opportunity to obtain employment, without regard to an individual's race, color, national origin, sex, religion, age, disability, gender, pregnancy, gender identity, gender expression, sexual orientation, predisposing genetic characteristics, marital status, familial status, veteran status, military status, domestic violence victim status or ex-offender status. It is the firm expectation of the School of Management and its Career Resource Center that prospective employers will observe this policy.
Submission of materials to this office signifies the employer's agreement to abide by the School of Management’s policies and principles and the NACE Principles for Professional Practice defined below. An employer's inability or refusal to comply for any reason with this policy must be explicitly disclosed with submission of materials.
The CRC uses a third-party vendor, Symplicity, to manage our Career Services Manager (CSM), BizLink. Our employer services include, but are not limited to: internships, BizLink postings, on campus interviews, information sessions, job fairs, networking events, education programs, employer visits and student club engagement.
We abide by the Principles for Professional Practice set forth by the National Association of Colleges and Employers (NACE) and hold our employers to these principles as well. The principles are as follows:
CRC student recruiting protocols have been adopted in which students are expected to comply. Students are held to professional standards throughout their job search and action is taken if the policies are not followed.
The CRC has the right to investigate complaints by participants of our services. If a complaint is determined to be justified, the CRC has the right to report it accordingly and suspend services.
Third-party recruiters will be allowed to recruit if the name and contact information of the organization for which the third party is providing recruiting services is disclosed to the CRC. The third-party agency must state that it will not charge any fees to students. The third-party recruiter may only disclose student information for the open and advertised position. Any other disclosure of student information must have the written consent of the student.
To allow full consideration by candidates of job and internship opportunities without undue pressure, while also allowing employers to meet projected hiring needs, employers are asked to follow the response deadlines below. Giving students an appropriate amount of time to consider all options available to them is beneficial for all parties involved and reduces instances of reneging.
|Allow students a minimum of two weeks from offer date or November 1, whichever is later, for offers made during the fall semester and include full compensation and benefits detail, as applicable.
|Spring and Summer
|Allow students a minimum of two weeks from offer date for offers made at any time during the spring or summer semesters and including full compensation and benefits details, as applicable.
|Fall, Spring and Summer
|Allow students a minimum of one week from offer date to decide on an internship offer made throughout the year.
An employer extending a full-time offer to a summer intern is requested to allow the student to participate in fall on-campus recruiting.
An employer extending an internship offer to an existing intern is requested to allow the intern to participate in fall on-campus recruiting.
Employers must adhere to the U.S. Department of Labor Guidelines for Unpaid Internships.
Note: The time periods listed above start upon the receipt of a written offer outlining all details from an employer to a student. Students are encouraged to accept offers verbally and in writing.
We gather data on salary and employment for both full-time and internship offers. Employer cooperation is appreciated in sharing hiring decisions.