Employer Recruiting Policies

Bryn Mawr College Career & Civic Engagement Center has set forth the following guidelines for participating employers to ensure a positive and equitable recruiting experience for all parties involved.

The Tri-College Recruiting Consortium, consisting of the career centers of Bryn Mawr College, Haverford College and Swarthmore College, actively seeks to provide students and employers with creative and purposeful ways to engage in meaningful employment conversations and formal recruiting opportunities. We support ethical, equitable and fair recruitment practices without exception. Our recruiting policies, with slight differences, are consistent and congruent between our three peer institutions. We remind all recruiters to review and abide by our policies, using the following links: Bryn Mawr, Haverford and Swarthmore policies. 

NACE Principles for Professional Practice

The Center is a member of the National Association of Colleges and Employers (NACE). All professionals participating in our recruiting program activities are required to work within the framework of maintaining a fair and equitable recruitment process, and support responsible decision making by candidates as stated in the NACE Principles for Ethical Professional Practice.

Definition of Recruiting Program

The Recruiting Program includes (but is not limited to) the following list of activities: online job and internship postings (including Handshake), on-campus interviews, information sessions or employer workshops, panel discussions, classroom presentations, career fairs, virtual events, on-site employer visits, and any recruiting activities with our member consortia. Employers must coordinate all recruiting outreach, marketing and activities through the Center.

Specifically Excluded Recruiting Practices

We will not sponsor the following recruiting activities:

• On-campus solicitation or sales of goods or services.
• Positions with commission-only compensation.
• Hiring students to recruit other students and alumnae/i for the employer's purposes.
• Organizations without valid company email addresses (from free services such as gmail, yahoo, etc.) or emails that fail to correspond with their website.
• Fee-based opportunities or initial investments to be paid by student to gain employment.
• Third-party recruiting agencies that do not disclose the hiring entities they represent
• Employers without a working website.
• The Employer is unable to provide written documentation of registration with the Better Business Bureau upon request.
• The use of alcohol at all recruiting events on or off campus.

Student Verification

The Center does not verify any of the data provided by students. It is the employer’s sole responsibility to ensure the accuracy of student data.

Reporting Job Offers

When requested by the Center, participating employers will provide information of all offers of employment that are extended to students. Information may include, but is not limited to, student name, title, division, location of the position, employment start date, and compensation.

Unpaid Internships

Employers posting an internship in the online recruiting system should review The U.S. Department of Labor’s Wage and Hour Division guidelines on compensation. This fact sheet provides information on whether workers are considered unpaid interns or paid employees under the Fair Labor Standards Act (FLSA).

International Jobs

To ensure that our students are well informed about international job opportunities, international job descriptions should include the following:

• Support the organization provides to employees including Visa support, relocation services etc.
• Information on the safety and housing practices of your organization
• Fees involved and certification requirements (if none please specify)

Scheduling Interviews

Students should be given sufficient time to arrange their schedules. If a student is already scheduled to interview with another employer and this poses a conflict, please demonstrate reasonable flexibility by providing the student with alternate dates for the second round interview.

Job and Internship Offers

Employers are expected to give students an ample period of time to make an informed decision. Below is our recommendation for our employers regarding offer timelines:

• Fall internship or entry-level job offer: Nov. 13 or two weeks after the offer date, whichever is later
• Spring internship or entry-level job offer: two weeks after the offer date

Non-Discrimination

The Center is committed to equal employment opportunity for all persons regardless of race, color, religion, sex, national or ethnic origin, sexual orientation, age or disability.

It is the policy of Bryn Mawr College to maintain a work and academic environment free from discrimination and offensive or degrading remarks or conduct. Unlawful discrimination will not be tolerated. Likewise, we require all professionals engaging in any recruitment activity or program to read and adhere to the Bryn Mawr College Sexual Harassment and Other Forms of Harassment and Discrimination and Sexual Assault Policy.

All professionals participating in our recruiting program activities must maintain equal employment opportunity (EEO) compliance and follow affirmative action principles in recruiting activities in a manner that includes the following:

a) Recruiting, interviewing, and hiring individuals without regard to race, color, national origin, religion, age, gender, sexual orientation, veteran status, or disability, and providing reasonable accommodations upon request;

b) Reviewing selection criteria for adverse impact based upon the student's race, color, national origin, religion, age, gender, sexual orientation, veteran status, or disability;

c) Avoiding questions that are considered unacceptable by EEO guidelines for fair employment practices during the recruiting process;

d) Maintaining a sensitivity to, and awareness of, cultural differences and the diversity of the work force;

e) Informing campus constituencies of special activities that have been developed to achieve the employer's affirmative action goals;

f) Investigating complaints forwarded by the career services office regarding EEO noncompliance and seeking resolution of such complaints.

Accountability

At their sole discretion, the Center reserves the right to refuse service to any employer for violating these policies or for any other reason deemed inappropriate by the Center.

Disclaimer

The Center reserves the right to update these policies at any time without notice and employers are required to comply.