Recruiting timelines and offer guidelines

Recruiting timelines have been put in place to promote a shared understanding of recruiting practices for both recruiters and students. Review this resource to understand interview rounds, confidentiality, best practices for communicating student status, and more. See more employer resources.

ASU Academic CalendarUnderstand dates and deadlines for fall, spring, and summer classes.

Confidentiality

Students have consented to make their resumes and profiles available to companies and organizations through the various W. P. Carey resume books and resume submission processes. Resumes and student profile information are to be used solely for recruitment.

First-round interview

W. P. Carey students are strongly discouraged from missing academic commitments to participate in full-time or internship interviews, recruiting events, or travel related to those activities. Employers should not require students, as a condition of their employment candidacy, to interview at a time that conflicts with their individual academic schedules.

Second-round interview

We ask that recruiters make every attempt to provide students with sufficient notice of the timing of second-round interviews. We appreciate efforts to avoid scheduling conflicts with students’ academic responsibilities and recommend that employers offer at least one alternate date for second round or on-site interviews.

Offer consideration and acceptance

We recognize that extending an offer to a candidate is a significant commitment, particularly given that the market is very competitive and organizations want to secure the best talent possible. Because of the importance that employers, students and our staff place on accepting an offer, we strongly recommend that companies provide sufficient time for a student to consider an offer. For both internship and full-time employment, we recommend providing no fewer than 15 days from the date of the offer. Because some events take place early in the fall before other recruitment events, we strongly encourage offers to extend through November 15 if possible.

We understand that an organization’s plans depend on student acceptance of offers; therefore, we coach students to respond to offers promptly and, if possible, prior to these deadlines. It is unethical for students to continue to seek or consider other employment opportunities once an offer has been accepted. Reneging on an acceptance is a breach of the W. P. Carey student recruiting standards. If a student reneges on an offer, the recruiter should notify our office as soon as possible. We will review the situation and follow up on the organization’s behalf.

Negative offer terms and actions

We prohibit certain offer terms and actions from employers. Unacceptable offer terms include: exploding offers (defined as providing unreasonably short deadlines for a decision), requiring students to respond to verbal (not written) offers, changes to offer terms, delays in employment start dates, or the rescission of an offer. Such terms and actions can lead to premature decisions that are not always in the best interest of the employer or the student and do great harm to an organization’s credibility at the W. P. Carey School and impact future recruiting.

Best practices in communicating student status

An open line of communication throughout the interview, offer and evaluation process is important to both the employer and student. As a general guideline, we ask that companies establish and maintain, at most, a four-week window of communication with candidates throughout the process. For example, if you conduct interviews on September 1, please make efforts to send a follow-up communication by October 1, even if the message simply states your process is continuing and that candidates will be notified by an approximate date. In addition, all candidates not selected for further consideration should receive notification of their final status once the selection process has been concluded.

By W. P. Carey Career Management
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