Employer Guidelines

Guidelines For Employers

In the spirit of collaboration among companies, students, professors, and the Center for Work and Service (CWS) staff, and to ensure that all parties involved are treated fairly and professionally, the CWS has set the following guidelines for companies participating in our on-campus recruiting program:

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.

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. Right to Refuse Service
The CWS reserves the right to refuse service to participating companies for 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.
  •     Disclosure of confidential information without consent of the candidate.   

The Center reserve the right to suspend an employer’s privilege to participate at the Wellesley College OCR program for any reason, including failure to abide by our policies. 

4. Testing
All tests 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 must 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 to

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

5. Scheduling of Interviews and Tests
We expect every employer to take into consideration a student’s class schedule. Students should not be expected to miss classes for interviews or tests.

6. Reporting New Hire Data
When requested by Center for Work and Service 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.

7. Discrimination
The Center for Work and Service will not tolerate discrimination in any form. Any acts of discrimination by representatives will be reported to the hiring company or organization.

8. Job and Internship Offers
Participating companies will not pressure students into accepting exploding offers. The Center for Work and Service defines exploding offers as those that require a student to reply within an unusually short period of time (usually a day), has a special incentive for early acceptance, or any practices that improperly influences and affects job offer acceptances. Wellesley College further sets the following guidelines on offer dates: 

Recruiting Period

Type of Offer

Offer Deadlines

Alternative for after or close to deadline


Fall Semester

Fulltime offer through summer internship

​November 1, 2016

Two Weeks



November 21, 2016

Two Weeks



February 13, 2017

Two Weeks


Winter Break / Spring Semester


March 1, 2017

Two Weeks



March 1, 2017

Two Weeks



Special Guidelines For Third-Party Recruiters
Employment agencies and search firms may list openings on MyCWS for a fee and identify themselves as third-party recruiters in the employer registration process. However, employment agencies and search firms may not recruit on campus. Exceptions will be made only for teaching agencies. All employment agencies and search firms must:

  1. 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 the Center for Work and Service to verify this information by contacting the company being represented. If the Center for Work and Service has an existing relationship with the client, we will inform the third-party agency and decline to post the position.
  2. Provide position descriptions for valid openings.
  3. Agree to release candidate information only with the written permission of the employment candidate, and only to the identified employer.
  4. Represent and follow all federal and state employment laws.