UCLA Career Center Recruitment Policies
The UCLA Career Center supports employers in both maximizing their recruiting results and assisting our students in making informed career decisions. Striving to establish a fair and balanced process to meet both employers’ and students’ needs, we created the following recruitment policies that adhere to our professional principles. To assure an equitable recruitment process for all parties, we rely upon employers to actively communicate with the Career Center any potential concerns, conflicts and/or difficulties. We expect employers who recruit at UCLA (i.e., post jobs/internships, attend a career fair, host an information session/presentation) work within the framework of the NACE Principles for Employment Professionals, The Equal Employment Opportunity (EEO) Policy, and the UCLA Career Center policies and guidelines on this page.
NON-DISCRIMINATION & HARASSMENT POLICY
UCLA is committed to providing an educational and working environment that is free of unlawful discrimination and harassment. In accordance with the University, federal, state, and city laws and regulations, the UCLA Career Center prohibits discrimination on the basis of race, color, national origin, religion, sex, gender identity, pregnancy, physical or mental disability, medical condition (cancer related or genetic characteristics), ancestry, marital status, age, sexual orientation, citizenship, or service in the uniformed services. The University also prohibits sexual harassment.
Use of alcohol at any time during the recruiting process is inappropriate, on or off campus. This includes receptions, dinners, company tours, etc.
All materials received from our students (letters, resumes, transcripts, via email or hard copy), should be shared only with those persons at your firm involved in the hiring process. There will not be disclosure of student information to another organization without prior written consent of the student, unless necessitated by health and/or safety considerations, in accordance with the Family Educational Rights and Privacy Act (FERPA). Additionally, do not forward emails from students to others inside or outside your organization. Forwarding these messages potentially embarrasses applicants or compromises their current employment.
Third-Party Agencies may ONLY post bona fide positions with the Career Center. Job postings must disclose the company for which candidates will be hired. Campus interviews are available only if scheduled and conducted by the hiring organization's employees, rather than by third-party representatives. The Career Center reserves the right to make a determination of the appropriateness of the positions being offered to the population that we serve. For more information, visit NACE Principles of Third- Party Recruiters
COMMISSION-BASED SALES POSITIONS
100% commission based positions are not eligible for on-campus interviews and may be offered subject to the following:
- Full disclosure about the nature of the compensation is provided in writing and
- The position must be posted to Handshake
INTERVIEW SCHEDULING AND OFFER GUIDELINES FOR ON-CAMPUS RECRUITING
Employers are responsible for and expected to inform students about hiring timelines, processes, and decisions. Students should be respectfully given sufficient time to make an informed decision about offers they receive.
INTERVIEW SCHEDULING: First-Round Interview Policies
Please schedule your first round interviews with our On-Campus Recruitment Program. On-Campus Interviews
To request on-campus interview dates, visit this site and select “Post Jobs & Internships” through Handshake. After registering for Handshake, create your account or link your existing account to "UCLA". For assistance, call our Industry Relations staff at (310) 206-1902 or email: email@example.com.
Second-Round Interview Policies
The UCLA Career Center does not permit students to cancel first-round interviews with an employer in order to attend second-round interviews with another employer. Violations will result in suspension of campus recruiting privileges. We have established the following expectations for employers to ensure students’ ability to comply with our second-round policy:
- Employers are expected to give a minimum of three (3) full business days’ notice of a second- round interview in an off-campus location (Example: for a Wednesday interview, students must be notified by the previous Thursday).
- At all times, it must be clearly communicated to the student that they should feel comfortable speaking up about any prior scheduling commitments.
- In all cases, employers must offer alternative dates, without negative consequences, for a second- round interview if the date originally suggested by the employer interferes with a student’s first- round interview on campus, an exam, or other valid appointment.
“Room Only” Schedules
If you do not use the Career Center’s Handshake™ system to schedule interviews, a copy of your list of candidates along with interview appointment times must be provided to Industry Relations staff via email at: firstname.lastname@example.org prior to the interview date.
TIMEFRAME GUIDELINES FOR OFFERS
||2 Week Minimum
||2 Week Minimum
||2 Week Minimum
||For extending offer after summer internship program, employers shall give the student until November 1 to accept an offer
Students need time to make informed decisions when comparing and responding to offers. To facilitate this process, employers are expected to provide students with a minimum of 2 weeks to make their decision from a written offer.
- For full-time offers extended to previous summer interns, students have until November 1 to make a decision.
- Students interviewed for full-time positions have two weeks to make a decision.
- For internship offers extended to previous summer interns, students have two weeks to make a decision
- Students interviewed for summer internships have two weeks to make a decision.
- Exceptions to this recruitment timeline require consultation and approval by the Career Center. Upon approval these exceptions must be clearly stated in the job postings.
JOB OFFER AND ACCEPTANCE POLICIES
Stipulated in the NACE Principle for Professional Conduct, “Employment professionals will refrain from any practice that improperly influences and affects job acceptances. Such practices may include undue time pressure for acceptance of employment offers and encouragement of revocation of another employment offer.
Employment professionals will strive to communicate decisions to candidates within the agreed-upon time frame.”
The UCLA Career Center expects employers to allow students sufficient time to weigh employment options and make informed decisions. (See Exploding Offers/Excessive Pressure below.) Similarly, we discourage students from making rushed decisions about offers for which they cannot fully abide. Such hasty decisions create discord and distress for all parties.
Exploding Offers/Excessive Pressure
The UCLA Career Center defines an exploding offer as any offer that does not conform to the aforementioned timetables. Employers should not make offers or pressure students to accept “early” offers including those requiring a quick response time, nor should they attach incentives involving diminishing bonuses, reduced options for location preferences, etc. Further, asking a student if he or she is ready to make a decision on the spot or providing the student with a hypothetical situation involving a potential offer are also considered inappropriate.
Exploding offers put undue pressure on students to make decisions before completing the interviewing process. Students may not be ready to make a final decision before completing all their interviews. Further, pressure to accept early compromises our efforts to enforce our student policy against reneging.
Written offers should clearly state all appropriate terms and conditions including, but not limited to position title/description, location, benefits, start date, salary, bonuses, etc. All bonuses or other incentives are to remain in full effect for the entire duration of the offer period.
Basis of compensation:
For employers to schedule campus interviews, they must be offering bona fide positions that do not require new hires to pay a fee for training or other job-related expenses. Employers who compensate employees based on a partial commission must give an accurate estimate of expected earnings. Employers who compensate employees based solely on commission are ineligible to participate in on-campus interviews.
Employers violating any of these policies may receive deferred interview dates or be denied access to the recruiting program for the following season. Each circumstance is evaluated independently, on the level of the violation and related factors.
Students who violate our policies are required to meet with Career Center staff; each case is considered individually. Consequences range in scope and can include forfeiture of all campus recruiting privileges.
DEFERRED START DATES/RESCINDING EMPLOYMENT OFFERS:
The UCLA Career Center strongly encourages employers to consider every alternative before revoking an offer of employment. Employers who cannot avoid rescinding or deferring employment offers should carefully review the guidelines and follow the NACE recommendations issued in their position statement.
NACE recommends that employers who must revoke a commitment demonstrate they have done everything possible to avoid rescinding offers, and to then consider alternatives. These may include changes in job responsibilities, salary reduction and/or reduced work weeks, changes in job locale, delayed starting dates, and other reasonable options.
***Before rescinding or deferring a start date with a student, please notify our office to explore
alternatives and share the relevant circumstances***