U.Va. Rules for Recruiting
Employers who recruit at the University of Virginia must adhere to the Employers Principles for Employment Professionals, and the policies and guidelines laid forth on these pages.
- Organizations are responsible for the ethical and legal conduct of their representatives throughout the recruiting process, and must assume responsibility for all representations made by authorized representatives.
- Recruiters should be qualified interviewers and informed representatives of their organization. They should respect the legal obligations of University Career Services, and request only those services and information that legally can be provided.
- Recruiters should make a full and accurate presentation of all relevant information during the recruiting process, and should advise University Career Services of all recruiting-related activities not conducted through OGI.
Companies who fail to make this effort may be restricted from participating in On-Grounds Interviewing.
University Career Services makes its interviewing facilities and job-listing services available to employers who do not unlawfully discriminate in the selection of employees on the basis of national origin, race, religion, sex, sexual orientation, age, disability, or any other basis prohibited by applicable law. Any employer who makes use of the University facilities or services must agree to abide by this policy and, if interviewing students, to talk in good faith with students who have signed up for an interview and who meet the employer's legitimate specifications.
Non-discrimination Policy for U.Va.
Work Authorization Notification
In compliance with the Department of Justice, we no longer include the U.S. work authorization category on new CAVLink job postings, and we have removed this information from student profiles. This change occurred at the end of July 2013, and as a result, students are now able to apply for any job or internship posting in CAVLink as long as their expected graduation date falls within the guidelines outlined by the employer in the posting.
Although CAVLink can no longer be used to screen students based on work authorization status, your team may ask students for proof of work authorization status when screening applicants. Some employers do this by requiring students to complete additional application materials through their company websites, so that may be an option to consider in the future. The Department of Labor has sanctioned the following acceptable questions which an employer can ask a student to determine authorization to work: 1. Are you legally authorized to work in the United States for any employer? 2. Will you now or in the near future require visa sponsorship?
More information can be found at:
- Department of Justice: http://www.justice.gov/crt/about/osc/htm/best_practices.php
- NACE: http://www.naceweb.org/s02022011/online_job_postings_campus_recruiting
Let us know if you have any questions or need any additional assistance!
High Pressure Offer Techniques
In recent years employers have used more competitive recruiting techniques to hire U.Va. students - same-day or next-day second round interviews, abbreviated deadlines for accepting offers, and/or exploding salary bonuses and offers. These techniques create high-pressure, stressful situations for the students, occasionally leading to premature, ill-advised employment decisions.
We realize that employers have certain constraints in the amount of flexibility they have to accommodate student needs, but we ask that you refrain from exerting undue pressure. Remember, for many undergraduate students this is the first full-time employment search they have ever conducted. We therefore recommend that you allow the process to evolve naturally for each student, and that you remain flexible so students have a reasonable amount of time to make responsible and informed decisions.
Please take a moment to review U.Va.'s Employment Offer Guidelines Statement below.
Employment Offer Guidelines
Exploding (i.e., time-limited) offers and bonuses put enormous pressure on students to make decisions before they have had an opportunity to experience the benefits of interviewing and considering various employers and jobs. Frequently, students with exploding offers call other employers in an attempt to arrange early interviews, thus inconveniencing those firms. And unfortunately, putting undue pressure on students to accept offers early (verbal or written) makes it difficult for our professional career services staff to support you should those students later renege.
In all instances outlined below, if a student decides to accept your employment offer for a full-time position or an internship within the specified timeframe (i.e., prior to the stated deadline), that is his/her prerogative. In the unfortunate instance when your firm has adhered to these guidelines and a student decides to renege on an offer, please notify University Career Services immediately.
- Offers to Summer 2014 Interns Prior to their Graduation Year
If you make full-time offers at the end of the summer to your interns, we ask that you allow them until Monday, October 6, 2014 to notify you of their decision. This date will allow students to participate in early Fall semester career fairs and the first weeks of On-Grounds Interviewing, and should provide them with plenty of opportunities to make sound decisions.
- Offers to Graduating Students During Fall Recruiting
If you make offers to graduating students who are participating in Fall 2014 Recruiting (i.e., career fairs and On-Grounds Interviewing), and you anticipate that their starting dates would be for Summer 2015 or Fall 2015, we ask that you allow these students a minimum of three (3) weeks to make their decisions.
- Offers to Graduating Students During Spring Recruiting
If you make offers to graduating students participating in recruiting events on or after January 1, 2015 (i.e., career fairs and On-Grounds Interviewing), and you anticipate that their starting dates would be for Summer 2015 or Fall 2015, we ask that you allow these students a minimum of three (3) weeks to make their decisions.
- Offers to Summer 2014 Externs Prior to Fall Recruiting
If you make offers for Summer 2015 internship employment to your Summer 2014 externs following their externships, we ask that you allow them until Monday, October 6, 2014 to notify you of their decisions. This date will allow students to participate in early Fall semester career fairs and the first weeks of On-Grounds Interviewing, and should provide them with plenty of opportunities to make sound decisions.
- Offers to Summer Interns During Fall Recruiting
If you make offers for Summer 2015 Internship employment at any time during Fall 2014 recruiting, we ask that you allow these students a minimum of three (3) weeks to make their decisions.
- Offers to Summer Interns During Spring Recruiting
If you make offers for Summer 2015 Internship employment at any time during Spring 2015 recruiting, we ask that you allow these students a minimum of three (3)weeks to make their decisions.
- Offers to Summer 2015 Interns Prior to their Graduation Year
If you make full-time offers at the end of the summer to your interns, we ask that you allow them until Monday, October 5, 2015 to notify you of their decision. This date will allow students to participate in early Fall semester career fairs and the first weeks of On-Grounds Interviewing, and should provide them with plenty of opportunities to make sound decisions.
Second Round Interview Guidelines
If you are planning to conduct second-round interviews, we ask that you provide maximum flexibility in helping students select interview times. Please consider students' academic commitments and respect their need to honor previously scheduled interviews.
If you plan to schedule second-round interviews off-Grounds in Fall 2014, we ask that those interviews be conducted on or after Friday, October 3, 2014, and for Spring 2015 we ask that those interviews be conducted on or after Friday, February 6, 2015.
On-Grounds Interviewing will not take place on the following Fridays to allow sufficient time for second round interviews to occur off-Grounds:
Fall 2014 - September 26, October 3, October 10, October 24
Spring 2015 - January 30, February 6, February 13, February 20, February 27
Alcohol Policy for Recruiting Events
Serving alcohol should not be part of the recruitment process. This includes Information Sessions, Presentations done on- or off-Grounds, and all events that are company sponsored during the recruiting process. Please refer to U.Va.’s Alcohol Policy. You may also refer to the NACE alcohol policy (pdf).
Eligibility for Participating in OGI
Employers who are hiring candidates for bona fide jobs or internships may interview through the OGI Program. A bona fide job is defined as a professional position, which is salaried (not 100% commission), and does not require the candidate to pay a fee for training, equipment, application procedures or other job-related expenses (this does not apply to federal and state licensing requirements such as real estate, securities, etc.). A draw against future earnings does not constitute a salary.
A bona fide internship opportunity is one where the student works on a project of importance to the organization, receives timely instruction and feedback from the supervisor, and has a mentor-like relationship with someone in the organization who can teach about the organization, in particular, and the industry as a whole.
Employers may only recruit on-Grounds for existing job vacancies or those that will exist by the time a candidate is available for employment with your organization. on-Grounds interviews must be directly scheduled and conducted by the organization's employees, rather than by third party representatives. Employers who recruit at the University of Virginia must adhere to Equal Employment Opportunity (EEO) guidelines, the National Association of Colleges and Employers Principles for Employment Professionals, and the Policies and Guidelines established by U.Va..
Inclement Weather Policy
Should the University be closed for inclement weather, we will adjust the schedule above accordingly and communicate the changes to you immediately. In that regard, please be sure you alert us to any changes regarding the contact information of your recruiting personnel.
We sincerely appreciate your understanding and cooperation in this matter.