Recruiting policies

W. P. Carey Career Career Management and Employer Engagement strives to make the recruiting process as successful as possible for both our students and recruiting partners. We adhere to the Principles for Employment Professionals of the National Association of Colleges and Employers (NACE), and we also follow the recruiting practices put in place by ASU's Career and Professional Development Services (CPDS) office.

We support our students' prospective employment choice by allowing employers to recruit and interview W. P. Carey students. Employer-recruiting activities include, but are not limited to: career fairs, interviews, information sessions, and promoting career-related opportunities through Handshake. Recruiting practices for all W. P. Carey students should align with the following guidelines.


Students have consented to make their resumes available to companies and organizations through the various W. P. Carey resume books and resume submission process. Resumes are to be used solely for recruitment.

First-round interview

Undergraduate students are strongly discouraged from missing class to participate in interviews. First-year MBA students are not permitted 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. For both internship and full-time employment, we recommend providing no fewer than 15 days from the date of the offer. Because some events take place early in the fall before other 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 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.

If it is determined that the event or location is not aligned with the employers’ recruiting interests and/or the academic demographics of the students at that location, then alternative options will be recommended. The W. P. Carey School reserves the right to deny registration for a career fair or any request to host an on-campus activity by an employer.

Third-party recruiters must operate and adhere to ASU’s recruiting policies and guidelines outlined in the Principles for Employment Professionals of NACE.

Third-party recruiters may participate in recruiting events and attend select career fairs, at our discretion. They will be required to verify in advance whether they are recruiting for their own organizations or for their clients. Third-party firms who are recruiting for positions within their own organizations must clearly differentiate those opportunities from their client engagements. Failure to abide by these third-party requirements will result in loss of access to W. P. Carey career events.

Third-party recruiters representing client organizations must:

  1. Verify that they charge no fees of any kind to student or alumni applicants
  2. Identify themselves as a third-party recruiter in their employer profile and all client job announcements
  3. Provide W. P. Carey Career Management and Employer Engagement in advance with a list of the employer clients for whom they are recruiting, and, if requested after review, provide a copy of the retainer(s) signed by their employer client(s) authorizing them to act as their sole campus representatives
  4. Provide accurate position descriptions and include specific client names in all jobs posted on Handshake
  5. Only release candidate information provided to the identified employer in accordance with the Family Educational Rights and Privacy Act (FERPA).