The joint Bi-College Recruiting Program (hereafter Bi-Co) of Bryn Mawr College Career and Professional Development (CPD) and Haverford College Center for Career and Professional Development (CCPA), has set forth the following guidelines for participating employers. This helps ensure a positive and equitable recruiting experience for all parties involved.
NACE Principles for Professional Practice
Bryn Mawr College and Haverford College are members 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
Our 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 workshops, panel discussions, classroom presentations, career fairs, networking events, virtual events, on-site employer workplace visits, and any recruiting activities with our member consortia. Employers agree to coordinate all recruiting outreach, marketing and activities targeted to our students with one of our career centers.
Employers are invited to participate in our recruiting program only if they have actual or anticipated bona fide entry-level positions and career-related internships. A bona fide position is defined as a career opportunity that is salaried (not 100% commission), and does not require the candidate to pay a fee for training or other job-related expenses.
The Bi-Co Recruiting Program has adopted a no-alcohol policy at any and all recruiting events whether on or off campus pursuant to the Drug-Free Schools and Communities Act Amendments of 1989. Please read the Bryn Mawr College Drug & Alcohol Policy and the Haverford College Drug & Alcohol Policy for more information. Furthermore, Bi-Co abides by the National Association of Colleges and Employers (NACE) Principles for Professional Practice, which states, "Serving alcohol should not be part of the recruitment process on or off campus. This includes receptions, dinners, company tours, etc.”
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). It is expected that employers who post internships are in compliance with this criteria.
All Interviewing and Offers
Second Round Interviews
Please provide students with 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.
Participating organizations are expected to give students an ample period of time to make an informed decision on their search as in agreement with NACE Principles. We strongly suggest November 13 as a reasonable and appropriate date to ask employers to accept as a date for early Fall recruiting offers or 2 weeks after the offer date, whichever is later.
The Career Centers do not verify or warrant any of the data provided by students. It is the employer’s sole responsibility to ensure the accuracy of student data.
Job Offer Reporting
The Bi-Co requests employers to inform us of all offers of employment that are extended to students in order to ensure that we maintain accurate statistics regarding student employment. Organizations’ employment records are kept strictly confidential and used only for statistical reporting purposes.
We ask that employers provide:
- Name of Organization
- Name of Student Hired
- Position Title(s)
- Position Type (i.e. full-time, part-time, internship, volunteer, fellow, etc.)
- Additional information as requested
Armed Forces/Military Employer
In the spirit of Haverford College's Quaker tradition, as a matter of policy the College chooses not to host recruiting activities for military organizations. This includes all armed services as well as organizations primarily involved in covert military operations, for example, CIA, NSA, etc.
As a matter of consideration, Bryn Mawr College will host military organizations engaging in recruiting activities on campus and will post all military jobs in the Bi-College system. As an active choice, Haverford students may participate in the military and defense-related employers recruiting activities at Bryn Mawr College.
Unless specifically noted and approved with the hosting institution, all recruiting activities including job postings are open to students and/or alumnae/i from both Bryn Mawr College and Haverford College.
Specifically Excluded Recruiting Practices
The Bi-Co Recruiting Program will not sponsor the following recruiting activities:
- On-campus solicitation or on-campus 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 don’t correspond with their website.
- Fee-based opportunities or initial investments to be paid by student to gain employment.
- Third-party recruiting agencies must disclose the hiring entities that they represent to the Haverford CCPA or the Bryn Mawr CPD before a job will be approved.
- Employers without a working website.
- We do not recommend or select candidates for employers.
The Bi-Co tries to ensure that our students are well informed about international job opportunities as they often have requirements that are different than domestic opportunities. As a result, international job descriptions should include the following:
- Fees involved (if none please specify)
- Support the organization provides to employees including Visa support, relocation services etc.
- Information on the safety and housing practices of your organization
- Certification requirements (if none please specify)
Bryn Mawr College LILAC | Career and Professional Development 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.
At their sole discretion, the Bi-Co reserves the right to refuse service to any employer if a review of the specific opportunity or nature/status of the company suggests that it is inappropriate for our population; if students are injured or exposed to unsafe working conditions; if the employer discriminates; or if we receive student complaints about discrimination, harassment, threats, unsafe working conditions, or any other questionable circumstance.
Employers are advised that the Bi-Co reserves the right to update these guidelines at any time and employers are required to comply with the guidelines at all times.