Graduate Career Center - Recruiting Policies
The staff of the W. P. Carey Graduate Career Center strives to make the recruiting process as successful as possible for both our students and recruiting partners. To ensure this goal is achieved, MBA recruiting practices should align with the following guidelines:
Students have consented to make their resumes available to companies and organizations through the various W. P. Carey MBA resume books and resume submission process. Resumes are to be used solely for recruitment.
First-year MBA students may not 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.
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. For both internship and full-time employment, we recommend providing no fewer than 15 days from the date of the offer. Due to the fact that some events take place early in the fall before other MBA recruitment events, we strongly encourage offers to extend through December 15.
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 MBA student recruiting policies. If a student reneges on an offer, the recruiter should notify our office as soon as possible. We will review the situation and follow up 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 February 12, please send a follow-up communication by March 12, 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.