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2007-08 Duke MBA recruiting and job offer policies
To balance the needs of both students and employers, we have established the following Duke MBA recruiting policies, including job offer policies, for 2007-08.
The facilities and services of the Career Management Center are available only to employers whose practices are consistent with these policies. If you have questions about the policies or their consequences, please consult with your Corporate Account Manager.
Nondiscrimination
Duke University's Fuqua School of Business forbids discrimination based on sex, race, color, religion, age, national origin, marital status, sexual orientation, arrest record, or disability. In compliance with the Immigration Reform and Control Act, interviews must be made available to all interested MBA students who are authorized to work full-time in the United States for other than practical training purposes, regardless of their citizenship. If United States citizenship is required by your company, please indicate this requirement in the job description you provide for any position for which you are recruiting.
In support of our nondiscrimination policies, we do not provide the student "face book" to recruiters.
Appropriate recruiting behavior
Recruiters are required to act in a professional manner consistent with the Principles for Employment Professionals outlined by the National Association of Colleges and Employers (NACE).
Missed interviews
Students and employers are expected to prepare for and keep all interview appointments. A student missing an interview will be asked to write a letter of apology to the recruiter. A second no-show may result in the student's loss of on-campus recruiting privileges.
Missing classes
Students may not be asked to miss class for an interview.
Timing of job offers
Job offers made to Duke MBAs should follow the timing guidelines listed below. If you are conducting your summer internship
interviews on campus, the earliest time you may make an offer, either verbal or written, to a first-year student is on Commitment
Day, Friday, January 11, 2008 at 9:00 a.m. Commitment Day is the first day an on-campus recruiter may extend an offer and a
first-year student may accept an offer.
If your company makes an offer to a student who was a previous employee and/or a summer intern, it must remain open until
December 6, 2007 or three weeks from the date of the written offer, whichever is later.
Timing of offers to second-year students
Date full-time offer is extended |
Date until which offer must stay open |
On or before December 6, 2007 |
December 31, 2006 |
December 7, 2007- February 1, 2008 |
Three weeks from date written offer is received |
February 2, 2008 or later |
Two weeks from date written offer is received |
Timing of offers to first-year students
Date internship offer is extended |
Date until which offer must stay open |
January 11, 2008 |
February 1, 2008 |
January 12- February 15, 2008 |
Three weeks from date written offer is received |
February 16, 2008 or later |
Two weeks from date written offer is received |
Exploding offers
An "exploding offer" is one that requires a decision outside of the timing mentioned above. The Duke MBA prohibits exploding offers. If we find an exploding offer has been communicated, the matter will be investigated thoroughly and the consequences for violating our recruiting policies will be enforced.
It is not uncommon for companies to offer financial incentives for an early decision, especially for full-time offers, but as long as the timelines listed above are honored, this not considered an exploding offer.
Communicating status to students
It is important that both the employer and student keep an open line of communication throughout interview, offer, and evaluation process. All companies should establish and maintain, at most, a four-week window of communication with candidates about the hiring process.
For example, if your interview was held February 13, please send a follow-up communication no later than March 13, even if the message simply states your process is continuing and that candidates will be notified by an approximate date. All candidates not selected for further consideration also should receive notification of their final status in the process once the selection process has been concluded.
Exceptions to recruiting policies
International recruiters
International companies or divisions of companies that recruit at The Fuqua School of Business may find it more practical and economical to interview first- and second-year students during the same visit to Fuqua. As a result, companies or divisions of companies based outside of the United States, Canada or Mexico may interview and make offers to first-year students outside of our regular recruiting calendar. We encourage you to keep the lines of communication open with candidates and work with them to find a mutually agreeable offer decision date.
Affinity group conferences
In recent years, affinity group conferences such as the National Black MBA Association conference and the National Society of Hispanic MBAs conference have become increasingly popular for recruiters and students. Because these events occur very early in the on-campus recruiting process for second-year students and well in advance of the recruiting process for first-year students, we strongly suggest that any offers made to Fuqua students as a result of these events remain open until December 31, 2007, for second-year students and February 1, 2008, for first-year students.
When policies are not honored
If we discover that the policies listed above are not being honored, the following consequences could apply:
- Two-week delay in registration for the following recruiting year's on-campus activities (Special Interest Presentations and first-year and second-year interviews)
- Two-week delay in holding on-campus interviews for the following recruiting year (first-year and second-year interviews)
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