These recruiting principles and job offer policies help to create an equitable process for all members of the Fuqua community involved in recruiting—including current students, alumni, and employer recruiting partners. Fuqua's facilities and services are available only to employers whose practices are consistent with the principles and policies outlined in this document.
- Nondiscrimination |
- Closed List Deadlines |
- Missed Interviews |
- Missing Classes |
- Severe/Inclement Weather Procedures |
- Extending an Offer |
- Communicating Student Status |
- Rescinding Offers |
- Green Recruiting |
- Exceptions to Recruiting Policies |
- When Policies Are Not Honored |
- Daytime Student Offer Timelines |
- Working Professional Offer Timelines |
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 students who meet the permanent work authorization requirements for other than practical training purposes, regardless of their citizenship. Please see the US Department of Justice "Best Practices for Online Job Postings" for more information and guidelines. If United States citizenship is required by your company, please indicate this requirement in the job description of any position for which you are recruiting.
In support of our nondiscrimination policy, we do not provide the student "face book" to recruiters.
Closed List Deadlines
Closed lists are due to the CMC one week after the company resume due date. The specific deadlines for company closed lists can be found on Recruit@Duke. If the CMC does not receive this information or an update from the recruiting partner by the closed list due date, we may reschedule the company's on-campus interviews for the next available date to allow the extra time needed to decide on candidates.
Students and employers are expected to prepare for and keep all interview appointments. A student who misses an interview will have their interview privileges suspended until the student has discussed the situation with a CMC representative and has taken appropriate steps to address the situation with the recruiter.
Students may not be asked to miss class for an interview.
Severe/Inclement Weather Procedures
If Duke University activates the severe weather/emergency conditions policy, classes may be canceled or delayed, and Career Management Center (CMC) personnel may not be able to report to work, all of which will impact the day's interview schedules. Please note, regardless of severe weather or emergency conditions, if your recruiters are able to get into RDU and to Duke, the CMC staff will make every effort to be here to host them. If your recruiters are not able to get to campus for their interviews due to inclement weather, we will work with you to make alternate arrangements including (but not limited to):
- a phone interview in lieu of in-person interviews, at the same scheduled time and date
- reschedule your interview date
If a student is unable to get to campus due to inclement weather, we will ask the recruiter on-site about alternate arrangements that may be available to the affected student, including those listed above. Our guiding principle is that a scheduled interview should be honored as a commitment by both the employer and the student, even if the original date, and/or format are altered by inclement weather.
If your recruiters are traveling and find they are unable to get to Duke, call the CMC recruiting desk at +1.919.660.8081 as soon as possible. CMC staff on duty for the interview day will assist you in communicating their status to the students on the schedule.
Extending an Offer
The Fuqua Career Management Center operate under the principles outlined by the National Association of Colleges and Employers (NACE) in its Principles for Professional Practice and expects our recruiting partners to operate under these principles as well. Providing sufficient time, without undue pressure from company representatives, allows students to evaluate their employment opportunities and make the wisest decisions for all parties. This creates a positive experience for candidates and employers, ultimately reducing renege and attrition rates.
To fully support the candidate decision process, offer timing guidelines are outlined here. The fundamental terms of an employment offer—including annual salary, base signing bonus, performance bonus, relocation, and job function—must remain unchanged until the expiration date. Financial incentives encouraging students to commit before the deadline are permitted, as long as incentives are small relative to the overall value of the offer, and still allow the student a minimum of two weeks decision time.
Communicating Student Status
It is important that both the employer and student communicate openly throughout the interview, offer, and evaluation process. All companies should establish and maintain, at most, a four-week window of communication with candidates throughout the process. For example, if the interview is held on February 13, follow-up communication should be sent no later than March 13, even if the message simply states the process is continuing and that candidates will be notified by an approximate date. All candidates not selected for further consideration should also receive notification of their final status once the selection process has been concluded.
The Fuqua School of Business expects both students and recruiting partners to honor offers and acceptances of employment as serious commitments of intent to work/employ according to the terms of the offer. There are times when an employer may have to revoke an offer based on changing organizational or business needs. If you may need to rescind an offer of employment from a student, please communicate with the student as soon as possible and contact your sector manager.
Employers are prohibited from distributing giveaway items to all students attending their corporate presentation, office hours, or career expo exhibit. This policy includes logo merchandise and company products, and applies to any employer conducting school-facilitated recruiting on Fuqua's campus or at a nearby location such as the Washington Duke Inn.
We recognize many recruiters view these giveaways as visible ways to demonstrate commitment to Duke recruiting and to showcase the company and its products. Yet packaging, shipping, and distribution – which are necessary to make the giveaways possible – consume natural resources and create waste when extra products are left after the event. Additionally, while appreciated and nice to have, students consistently tell us that the products are secondary to the higher order objectives of the recruiting process and are often given away or discarded.
Exceptions to Recruiting Policies
For international recruiters
International companies or divisions of companies may find it more practical 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 or second 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 decision date.
National Career Conferences
In recent years, career conferences, such as the National Black MBA Conference and the National Society of Hispanic MBAs Conference, have become increasingly popular for recruiters and students. These events occur very early in the on-campus recruiting process for daytime students; therefore, we strongly suggest that any offers made to Fuqua students as a result of these events follow the offer timeline outlined above as closely as possible.
When Policies Are Not Honored
A violation of this code may involve sanctions imposed by Fuqua. Depending on the circumstances, sanctions may include:
- Delayed access to registration for the following recruiting year's on-campus activities
- Delay on holding on-campus interviews for the following recruiting year
- Revocation of on-campus recruiting privileges for a specified time
- Information about the nature of the violation posted for our students via an intranet "adverse action" page
Daytime Student Offer Timelines
Daytime MBA students and on-campus interviews
In accordance with the Daytime MBA academic calendar and recruiting timeline, the Fuqua Career Management Center has established the following date parameters for offers to daytime students or any Fuqua MBA student as a result of an on-campus interview:
Job offer expiration dates for fulltime offers
If the offer is extended before Spring Term 1 (January 21, 2016):
If the offer is extended after January 21, 2016:
Job offer expiration dates for internship offers
January 8, 2016 is the first date an internship offer can be extended to a Fuqua first year student from an on-campus interview:
If the offer is extended to a first year student during spring term 2 (March 21) or later:
If your company policies or business practices vary significantly from these timelines, please discuss this matter with your sector manager, preferably before offers are extended to Fuqua students.
Working Professional Offer Timelines
Working Professional MBA students and alumni
Fuqua alumni and students currently enrolled in the Cross Continent, Weekend, or Global MBA programs (Working Professional MBA students) are not tied to traditional academic calendars and as such, setting specific date parameters is unnecessary. However, providing the candidate with enough time to make a thoughtful decision remains crucial to a positive recruiting experience for all. Therefore, we recommend all full time offers made to a Working Professional MBA student or Fuqua alumnus remain open for a minimum of three weeks from the date the written offer is extended.