Stanford University Recruiting Policies & Guidelines

The Stanford University Career Development Center reserves the right to refuse Cardinal Careers service to employers due to any of the following: dishonesty; breach of confidentiality; fraud; misrepresentation; abuse or other harassment of Stanford University students, alumni and staff; failure to adhere to these Career Development Center policies and/or any other violation of Stanford University rules and regulations, and local, state or federal laws.

Employers who recruit, post jobs, attend a career fair, host an information session or presentation at Stanford University must adhere to Equal Employment Opportunity (EEO) guidelines, the National Association of Colleges and Employers (NACE) Principles for Employment Professionals, and the Policies & Guidelines laid out by Stanford University listed on this page.

Best Practices for Online Job Postings from the United States Department of Justice

Please note: Internships
If you are considering paid vs. unpaid internships, please be advised the U.S. Department of Labor has outlined a list of criteria that must be met in order for an internship to be unpaid. Go to: http://www.dol.gov/elaws/esa/flsa/scope/er15.asp

Job Offer Policy

In order to give students enough time to make an informed and thoughtful decision, please give students the following minimum deadlines when accepting an offer:

  • Fall, Winter and Spring Quarters: 3 weeks minimum response time, from receipt of the written offer
  • Summer: If you would like to make an offer of full-time employment to a student at the end of a summer internship, the student has until November 30th to accept or decline the offer. If you would like to make an internship offer to a student to return the following summer, the student has until November 30th to accept or decline the offer.

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GPA and Standardized Test Scores

Stanford University legal counsel prohibits employers from using GPA or standardized test scores (i.e., SAT, ACT, GMAT, GRE) as a screening tool for students trying to obtain a first-round interview with the company. Relying on these criteria alone often causes an employer to overlook many other qualities and factors that create an excellent candidate. Employers cannot mention a GPA or test score minimum in their job descriptions via Cardinal Careers, Cardinal Recruiting, career fairs, or any other services the CDC has to offer. If either are listed as a requirement in a job description, the section will be edited out prior to approval for posting. If an employer requests students to submit unofficial transcripts with a resume, students have the option of editing out the GPA information.

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Nondiscrimination Policy

The CDC makes its services available to employers who do not unlawfully discriminate in the selection of employees on the basis of national origin, race, religion, sex, sexual orientation, age, disability, or any other basis prohibited by applicable law.

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Interview Rounds

When asking students to come back for second/final round interviews, you must allow reasonable time for students to adjust their schedules. We ask that you support students in upholding their prior commitments to academics and other previously scheduled interviews. The second interview should not be scheduled prior to the fifth day following the initial interview.

At all times, it must be clearly communicated to the student that they should feel comfortable speaking up about any prior commitments. Students should not be immediately eliminated from the pool of second/final round candidates if they are unable to meet on the first requested date. Alternative options should be provided to students who cannot meet on the first scheduling attempt.

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Testing Policy

University Counsel prohibits on-campus testing of students by employers. Employers may make arrangements for testing facilities at nearby hotels. Employers who decide to conduct tests at nearby hotels are required to follow the guidelines set forth by NACE. Please advise the CDC of any test requirements. Employers must also advise students, in a timely fashion, of the type and purpose of any test that they will be required to take as part of the recruitment process, and to whom the test results will be disclosed.

It is a requirement that the testing information be posted within the context of the job description so that students are informed at the beginning of the recruitment process.

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Third-party Representatives

Campus interviews and career fairs must be directly scheduled and conducted by the organization's employees, rather than by third party representatives. For a definition of a third-party representative or recruiter, please see the guidelines set forth by NACE.

Third-party recruiters who charge students for services will not be permitted to use any CDC services.

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Alcohol

Serving alcohol should not be part of the recruitment process. This includes information sessions, presentations done on or off campus, and all events that are company-sponsored during the recruiting process.

7/16/2010

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