On-Campus Recruiting Program Policies (Employers)

Wellesley College has developed the following guidelines to promote an equitable and fair recruiting experience on behalf of our employers as well as our students. It is our expectation that employers who participate in on-campus recruiting become familiar with the following policies as well as reference these policies throughout the year. If any of the following expectations conflict with internal company hiring procedures, please do not hesitate to reach out.

1. Adherence to National and State Guidelines

Participating companies are expected to read and adhere to the National Association of Colleges and Employers (NACE) Principles for Professional Practice, the Equal Employment Opportunity (EEO) Recruitment and Employment Guidelines, and the laws established by the federal government and the state of Massachusetts. These guidelines are a reflection of these national standards.

2. Confidentiality

Participating companies are expected to maintain the confidentiality of all student and alumnae information. Sharing information about a candidate with another organization is not acceptable unless the company receives prior written consent from the candidate.

3. Testing and Assessment

All tests and/or assessments used as part of the hiring process must be a valid measure of employability and must be compliant with Equal Employment Opportunity Commission (EEOC) standards, and testing procedures must comply with the Americans with Disabilities Act (ADA). Companies should provide testing information to students at least two full business days in advance.  The information should include but is not limited to

  • The type of test
  • The purpose of test
  • To whom the test results will be disclosed

Information on testing practices should be shared with our office. We encourage all testing information to be added to the job descriptions as early as possible.

4. Scheduling of Tests, Interviews, and Events

We expect every employer to take into consideration a student’s class schedule. Students should not be expected to miss classes for tests, interviews, or employer sponsored recruiting events. Please note that we require 72 hours notice to cancel a previously scheduled interview, or an on-campus event. If, for some reason, an employer is unable to attend a scheduled on campus interview session, we expect that they will contact students directly in order to reschedule, as well as letting our office know of the cancellation.

5. Reporting New Hire Data

When requested by Career Education staff, participating companies will supply information regarding students who have been hired to fill full-time, internship, or other related positions. Requested information may include but is not limited to the student’s name, her title and division or unit within the organization, the geographic location of the position, the employment start date, and the compensation.

6. Discrimination

Career Education will not tolerate illegal discrimination in any form. Any acts of such discrimination by representatives will be reported to the hiring company or organization.

7. Job and Internship Offers

Reasonable efforts should be made on the part of employers to allow students adequate time for evaluating internship and full time job opportunities. Likewise, students are also coached by Career Education on the importance of evaluating their offers carefully and promptly, and declining additional recruiting opportunities in the form of interviews, applications, and offers once they have accepted an initial offer.

8. Exploding Offers

Participating companies should not pressure students into accepting so-called exploding offers. Career Education defines exploding offers as those that require a student to reply within an unusually short period of time (example: one day), has a special incentive for early acceptance, or any practices that improperly influences and affects job offer acceptances. Below is our best practice recommendation regarding offer timelines, however we encourage all employers to present students with a reasonable amount of time in which they are able to assess and accept offers. We also recommend that employers consider extending offer timelines when necessary as well as keep an open line of communication with students throughout the entire offer/acceptance process.

Please contact our office for consultation if there are offer circumstances that are outside of these guidelines.

Former Summer Interns: Students who are offered a full-time position (or second internship) after completing an internship should have until November 2 or two weeks after receiving the written offer, whichever is later, to accept or decline. This allows students time to participate in fall on-campus recruiting if they so choose.​

Fall Recruiting: Students who are offered full-time or internship positions during the fall semester should have until November 2 or at least two weeks from receipt of the written offer, whichever is later, to accept/decline.

Spring Recruiting: Students who are offered full-time or internship positions during the spring semester should have at least two weeks from receipt of the written offer to accept/decline.

9. Special Guidelines For Third-Party Recruiters

Employment agencies and search firms may list openings on Handshake as long as they  clearly identify themselves as third-party recruiters in their employer profile, as well as in their job descriptions. It must also be made clear that the organization does not charge students fees of any kind for utilizing their service. Please note, although third party recruiters and search agencies/firms may post employment opportunities, they may not recruit on campus. When conducting on campus interviews, only direct representatives or recruiters of an employer may interview Wellesley students.

All third-party employment agencies and search firms must:

  • Provide information on the identity of the employer being represented and the nature of the relationship between the agency and the employer. The agency must permit Career Education to verify this information by contacting the company being represented. If Career Education has an existing relationship with the client, we will inform the third-party agency and decline to post the position.
  • Provide position descriptions for valid openings.
  • Agree to release candidate information only with the written permission of the employment candidate, and only to the identified employer.
  • Represent and follow all federal and state employment laws.

Please note that Career Education reserves the right to evaluate exceptions to this policy based on industry-specific trends, research, and expert consultation. Contact our office if you have questions about this policy

10. Consequences for Recruiting Policy Violations

Career Education will evaluate recruiting policy violations by employers on a case by case basis. Consequences of a violation may include:

  • Loss of access to Wellesley’s career management platform, Handshake.
  • Loss of on campus recruitment privileges such as hosting events and conducting interviews.
  • Flagging severe violations on Handshake. This flag may impact Employer Trust Scores, which are seen in the violating employer’s Handshake profile across all institutions.

Career Education reserves the right to refuse service to participating companies for violations of these policies, as well as reasons including but not limited to:

  • Failure to comply with the national and state guidelines listed above.
  • Misrepresentation of employer information.
  • Complaints by students and alumnae.
  • Harassment of Wellesley students, alumnae, staff or faculty.