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.

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Non-Discriminatory Policy

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.

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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/knowledge/principles-for-professional-practice.aspx#employment

Let us know if you have any questions or need any additional assistance!

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High Pressure Offer Techniques

In recent years employers have used more competitive recruiting techniques to hire U.Va. students such as 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 employment decisions.

We realize that employers have limited flexibility in offering jobs, but we ask that you refrain from exerting undue pressure. Remember, this is the first time many undergraduate students have been offered a job. We recommend that you allow the process to evolve naturally for each student, and that you remain flexible so that 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.

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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 consider various opportunities. 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 the U.Va. Career Center immediately.

Full-Time Employment

  • Offers to Summer Interns Prior to their Graduation Year

October 30th or 3 weeks (whichever allows more time)

  • Offers to Graduating Students During Fall Recruiting

October 30th or 3 weeks (whichever allows more time)

  • Offers to Graduating Students During Spring Recruiting

Feb. 15th or 3 weeks (whichever allows more time)

Internship Employment

  • Offers to Summer Externs Prior to Fall Recruiting

November 30th or 3 weeks (whichever allows more time)

  • Offers to Summer Interns During Fall Recruiting

November 30th or 3 weeks (whichever allows more time)

  • Offers to Summer Interns During Spring Recruiting

Feb. 15th or 3 weeks (whichever allows more time)

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.

  • Off-site second round interviews: Employers must provide at least 5 business days between a first-round OGI interview and an off-site second round interview
  • On-site second round interviews: Employer should notify the Career Services team in advance of their OGI date that second round interviews will take place the next day. Due to potential scheduling conflicts, employers should offer alternative slots in the evening to accommodate students that have class conflicts for previously scheduled interviews. No TH / FR first-round / second-round interviews will be scheduled.
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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.

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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..

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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.