Recruiting Policies

The career offices of the Claremont University Consortium (Claremont Graduate University, Claremont McKenna College, Harvey Mudd College, Keck Graduate Institute, Pitzer College, Pomona College, and Scripps College) has established the guidelines below to help facilitate the hiring process for all employers. As members of the National Association of Colleges and Employers (NACE), we ask that all of our employers familiarize themselves with and honor the Principles for Ethical Professional Practice published by NACE.

Offer Policy to Fulltime & Internship Candidates
To avoid any misunderstandings when making an employment offer, it is preferable to notify a student in writing of the major components of the job offer including salary, location, benefits, vacation and starting date.

Recruiters should not pursue students who have already accepted job offers from another organization. This behavior can damage relationships with students, other recruiters and the Career Services.

We ask that employers refrain from making "exploding offers" or rescinding bonus offers. Exploding offers and bonuses put enormous pressure on our students to make a decision before they have completed the interviewing process. Most students are not ready, nor should they be, to make a final decision before completing all their interviews. Furthermore, students with exploding offers are calling other employers in an attempt to arrange early interviews, thus greatly inconveniencing those firms. Regrettably, pressure to accept early also makes it harder for us to enforce our policy against rescinding acceptances.

Employers are expected to be familiar with and to honor the Principles for Ethical Professional Practice published by the National Association of College and Employers.

                                                  Fulltime Offer Timeline

Written Offer Extended Earliest Response Date
To A Prior Summer Intern November 15 or two weeks, whichever is later
Before November 15 November 15 or two weeks, whichever is later
After November 15 At least two weeks

Offer Policy to for Fulltime Offers Extended from Summer Internships
If you would like to make full-time offers at the end of the summer to interns returning for senior year, we request that you allow the student until November 15, or at least two weeks, whichever is later, to accept/decline the offer. This will ensure that the student has the time necessary to make an informed and thoughtful decision and allows them to participate in on-campus recruiting.

              Timeline for Fulltime Offers Extended from Summer Internships

Written Offer Extended Earliest Response Date
To A Prior Summer Intern November 15 or two weeks, whichever is later
Before November 15 November 15 or two weeks, whichever is later
After November 15 At least two weeks

Second Round Interview Policy
Students should not be asked to cancel a first round interview in order to attend a second round interview, as this is unfair to the student and creates conflict between companies. Additionally, we kindly ask that employers make every effort to accommodate candidates’ academic and athletic schedules. Ideally, second round interviews should not be scheduled within three days of first round interviews. Students have classes, exams and other obligations that they cannot cancel on a moment's notice. We ask that students not be immediately eliminated from the pool if they cannot make a second round interview due to an academic commitment, but that alterative options are provided. Historically, employers that have been flexible with scheduling are often able to attract our strongest candidates.

Public Service/Public Interest Exception
Candidates may request that an employer extend the deadline to accept the employer's offer until as late as April 1, if the candidate is actively pursing positions with public interest, government organizations or a national fellowship award. Candidates may hold open only one offer in such circumstances. Employers are encouraged to grant such requests.

Alcohol Policy
We discourage employers from serving alcohol as part of the recruitment process. Our concern is for your liability and the safety and welfare of our students, especially when attending an off-site event that would require students to drive back to campus. Underage drinking is strictly forbidden. 

Privacy Policy
The Career Offices of the Claremont University Consortium and Handshake are committed to maintaining the privacy of personal information provided by students, alumni and employers. Handshake's commitment to all participants - schools, employers, students and alumni - is to maintain the confidentiality of all information collected in Handshake. Handshake will not sell, transmit or disclose, in any fashion, this information to any other organization.

Non-Discrimination Policy
We require all employers to comply with all applicable state and federal civil rights laws prohibiting discrimination in hiring and in the workspace, with includes discrimination on the basis of race, color, sex (gender or gender identity), sexual orientation, religion, age, national or ethnic origin, political beliefs, marital status, veteran status, or handicap, in admission to, access to, treatment in, or employment in its programs or activities. Therefore, Career Services @ the Soll Center for Student Opportunity will make its facilities available only to recruiting organizations whose practices are consistent with this policy.