Recruiting Guidelines

To create consistency across organizations that recruit at the Daniels School of Business, and to support our academic mission, Business Career Services appreciates your attention to the following guidelines. Please communicate these guidelines to those involved in recruiting within your organization.

To recruit for employment, employers are asked to abide by the National Association of Colleges and Employers (NACE) Principles for Professional Practice and the Equal Employment Opportunity Commission (EEOC) guidelines for Prohibited Employment Policies and Practices Overview.

Offers

• We recommend that all offers be made in writing. Written offers are defined as electronic or hardcopy.

Exploding Offers

• Business Career Services discourages ‘exploding offers’. We define an exploding offer as one that expires, is rescinded, or results in diminished base salary within a short period of time.
  • This type of offer places undue pressure on the student.
  • Adhering to a more moderate timeline allows students a sufficient consideration period, which improves retention for employers.
  • This guideline is supported by NACE.
  • Requiring a verbal acceptance in order to receive a written offer is also classified as an ‘exploding offer’ and is discouraged.

Offer Timelines

• Fall Recruiting: Offers should remain open for a minimum of two weeks after the date of the written offer.
• Internship to Full-Time Offers: Employment offers made to students who have recently completed an internship with your company should remain open until September 30th or for two weeks from the date of the written offer, whichever is later.
• Spring Recruiting: Offers should remain open for a minimum of two weeks after the date of the written offer.
• Early Offers/Leadership to Internship Offers: In an accelerated recruiting environment in which students receive a job offer 13 months or more in advance of the position start date, the offer should remain open for a reasonable period, commensurate with industry/peer standards. This allows students a sufficient consideration period to reduce risk of renege occurrences.

Additional Employer Guidelines

• Employers that misrepresent employment opportunities to students may lose access or privileges to our recruiting resources, including Purdue Career Gateway.
• Employers are expected to keep students informed of hiring timelines and their status in the hiring process and to communicate hiring decisions within an appropriate time frame.
• We discourage employers from withdrawing offers, altering base compensation, or drastically changing the position timeframe.
  • If you must rescind an offer, shorten the length of an internship, or significantly delay a student’s start date, please contact us prior to the action so we can assist you and the student in this difficult situation.
• Business Career Services cannot indemnify employers from employment liability.

Student Accountability

• We recommend students submit their acceptance in writing, including electronic or hardcopy.
• If a student accepts an offer of employment and later reneges on the acceptance, they should notify Business Career Services.
  • We recognize the importance of integrity in accepting an offer and want the opportunity to follow up with the student and help them with the appropriate next steps.
• Business Career Services encourages students to discuss offers and timelines with employers to find a reasonable compromise to potential conflict. If needed, we are available to facilitate a meeting to assist in a solution.