Employer services

Guidelines for student recruiting at ASU

Thank you for recruiting at the W. P. Carey School of Business, and thank you in particular for your interest in School of Accountancy students.

We are committed to guiding our students toward rewarding careers, as well as helping employers develop effective college relations programs that lead to hiring successful employees for their organizations.

We and many public accounting firms, as members, endorse the National Association of Colleges and Employers' (NACE) principles for professional conduct. These principles provide a framework for professional relationships between universities, employing organizations, and students, and follow three basic precepts for career planning, placement, and recruitment.

The staff of the School of Accountancy and W. P. Carey Career Services strive to make the recruiting process as successful as possible for both our students and recruiting partners. Therefore, we believe employer recruiting practices should align with the following guidelines:


Students have consented to make their résumés available to companies and organizations through the resume submission process. Resumes are to be used solely for recruitment.

First-round interview

Although it is sometimes unavoidable, students are encouraged not to miss class or academic commitments to participate in full-time or internship interviews, recruiting events, or travel related to those activities. Employers cannot require students, as a condition of their employment candidacy, to interview at a time that conflicts with their individual academic schedules.

Second-round interview

We ask that recruiters make every attempt to provide students with sufficient notice of the timing of second-round interviews. We appreciate efforts to avoid scheduling conflicts with students’ academic responsibilities and recommend that employers offer at least one alternate date for second round or on-site interviews.

Offer consideration and acceptance

Because of the importance that employers, students and our staff place on accepting an offer, we strongly recommend that companies provide sufficient time for a student to consider an offer. To keep the lines of communication with students open, the possibility of negotiating decision deadlines should be clearly stated to students at the time an offer is made.

We understand that an organization’s plans depend on student acceptance of offers, therefore, we counsel students to respond to offers promptly and, if possible, prior to these dates. Additionally, students are obliged to honor accepted offers. Reneging on an acceptance is a breach of the W. P. Carey student recruiting policies. If a student renegs on an offer, the recruiter should notify Andrew Lukosus in the School of Accountancy at: andrew.lukosus@asu.edu.  The School will review the situation and follow up with the student on the organization’s behalf.

Negative offer terms and actions

We prohibit certain offer terms and actions from employers. Unacceptable offer terms include: exploding offers, requiring students to respond to verbal (not written) offers, changes to offer terms, delays in employment start dates, or the rescission of an offer. Such terms and actions do great harm to a firm’s credibility at the W. P. Carey School and impact future recruiting.

Communicating student status

An open line of communication throughout the interview, offer and evaluation process is important to both the employer and student. As a general guideline, we ask that companies establish and maintain, at most, a four-week window of communication with candidates throughout the process. For example, if you conduct interviews on October 5th, please send a follow- up communication to the student by November 5th, even if the message simply states your process is continuing and that candidates will be notified by an approximate date. In addition, all candidates not selected for further consideration should receive notification of their final status once the selection process has been concluded.


It is against the Family Education Rights and Privacy Act (FERPA) to provide students’ GPAs to employers without the student’s permission. Students can provide an unofficial transcript to the company; or, for future reference, the company may ask candidates to include the GPA on their resumes when they apply.