Recruiting Guidelines

Alcohol Policy Temporary Agencies or Staffing Services
Nondiscrimination Policy  Working with other GT Departments
Maintain Confidentiality  Cancelation / No-show Policy
Use of Assessment Tools and Tests Cancelation Fees
Third-party Recruiting Agency Policy Changes in Interview Schedules

The Georgia Tech Center for Career Discovery and Development is committed to working in the best interest of our students and employers. We have established employer guidelines to assist you in making on-campus recruiting a professional, fair and ethical experience. We encourage organizations and their recruiters to help us create an equitable and successful recruiting program by acting in agreement with the following guidelines.

Employers who recruit, post jobs, attend career fairs, or host information sessions or presentations at Georgia Tech must adhere to Equal Employment Opportunity (EEO) guidelines, the National Association of Colleges and Employers (NACE) Principles for Employment Professionals, and the GT Guidelines outlined here.

Extending Offers: Campus Recruiting Offer Policy Policies 

The intention of the campus recruiting offer policy at Georgia Tech is to allow students ample time
to carefully consider all of their employment options and to make informed decisions about their employment after graduation. We provide career related counseling and workshops to our students that assist them in their job search process, and helps them to evaluate and negotiate their job offers. We discourage them from hasty decisions that may lead to reneging on a job offer, which
we strongly discourage.

Exploding offers and bonuses put enormous pressure on our students to make a decision before they have completed the interviewing process. Most students are not ready, nor should they be, to make a final decision before completing all their interviews. Furthermore, students with exploding offers are calling other employers in an attempt to arrange early interviews, thus greatly inconveniencing those firms as well. Regrettably, pressuring a student to accept quickly makes it harder for us to enforce our policy against reneging offers.

If a full time job offer is made at end of the summer to interns returning for their final year, we ask that you give them until the end of our Fall recruiting season (review Recruiting Calendar for specific dates) to make a decision, so that they may fully participate in our on-campus recruiting process. Please note that this policy pertains to other students whom you may have interviewed over the summer as well.

If you extend full time job offers to students during Fall recruiting for summer start dates in the following year, we ask that you give these students at least 3 weeks or until the first week of December (whichever comes later) to decide.  Any offers made on or after the first week of January for summer start dates should be held open for at least 2 weeks.  Ideally, full-time job offers made during Spring semester should allow students until April 1st to make a decision.

If you are interviewing students for summer internships please give them until March 1 to decide on your offer. Internship offers extended during the Fall semester to students studying abroad during the Spring semester should also be held open until this date, as should offers to students who previously worked with your organization as interns. 

In some cases, students may ask for extensions beyond these recommended deadlines; we hope you will be able to accommodate their requests.

We strongly discourage employers who put pressure on students to accept offers within a very short time period or attach bonuses that “explode” if an offer is not immediately accepted. This method of recruiting students does not benefit the employer and contributes to an ineffective and stressful experience for our students. We ask that if there is a sign-on bonus, it be honored whenever the student accepts the offer.

Please respect the commitment that students have for their academics as well as other previously scheduled interviews and refrain from recruiting tactics like this. We appreciate your cooperation in the past, and ask for your flexibility in the future. 

The 2018/2019 recruiting season dates at Georgia Tech are as follows:

No on-campus recruiting during the summer 

FALL SEMESTER (2018):  September 10 - November 30, 2018

Note: Although there is very little on campus recruiting during the summer session, these same guidelines should be applied.

Alcohol Policy
The GT Career center adheres to the NACE policy, which states that serving alcohol should not be a part of the recruitment process. Therefore, all recruiting activity, including all information sessions, should be alcohol-free.

Nondiscrimination Policy
The Georgia Institute of Technology is committed to affirmative implementation of equal employment opportunity in education and employment. The Institute does not discriminate against individuals on the basis of race, color, religion, sex, national origin, age, disability, sexual orientation, or veteran status in the administration of admissions policies, educational policies, employment policies, or any other Institute governed programs and activities. The Institute’s non-discrimination policy applies to every member of the institute community. Therefore, the Career Center will make its facilities available only to recruiting organizations whose practices are consistent with this policy.

Maintain Confidentiality
Employment professionals will maintain the confidentiality of student information, regardless of the source, including personal knowledge, written records/reports, and computer databases. There should be no disclosure of student information to another organization without the prior written consent of the student, unless necessitated by health and/or safety considerations.

Use of Assessment Tools and Tests                                                                                                                                                             
Those engaged in administering, evaluating, and interpreting assessment tools, tests, and technology used in selection should be trained and qualified to do so. Employment professionals must advise students/alumni in a timely fashion of the type and purpose of any test that students/alumni will be required to take as part of the recruitment process and to whom the test results will be disclosed to. All tests should be reviewed by the employing organization for
disparate impact and job-relatedness.

Third-party Recruiting Agency Policy
If you are a third-party recruiter posting a job for a client, it will be necessary to disclose the client name for whom you are recruiting in the job description box on CareerBuzz. All job posting requests from third-party recruiters without the client name will receive an email requesting that information. If an update to the job posting is not made within 48 hours of receiving the email request then the job positing will be deleted from the system. 

Third-party recruiters are eligible to participate in the Career Fair ONLY IF they are recruiting for their own respective organization OR they explicitly state the company they are representing at the time of registration and during the fair. The recruiting complexities that exist for a third-party recruiter far surpass those of a typical employer. Therefore, GT Career Services reserves the right to deny access and participation to any third-party employer.

Temporary Agencies or Staffing Services 
Temporary agencies or staffing services are employers, not third-party recruiters, and will be expected to comply with the professional conduct principles set forth for employer professionals.

Center for Career Discovery and Development policy when working with other GT departments
When employment professionals conduct recruitment activities through student associations or academic departments, such activities should also be conducted in accordance with the Career center guidelines.

Cancelation/NoShow Policy   
If it is necessary to cancel an interview reservation, please do so as far in advance as possible. Interview rooms are in high demand and your early cancelation will give other employers an opportunity to meet with GT students. It is critical for employers that cancel their scheduled interview dates to contact all students who were invited to interview prior to the day the interview was scheduled.

Cancelation Fees

  • If you honor your campus interview reservation the use of Career center private interview rooms during your campus visit is complimentary
  • If your cancelation is more than 2 business days prior to your interview date and you contact all students who were invited to interview there is no penalty or cancelation fee. 
  • If your cancelation is made less than 2 business days prior to the interview date a cancelation fee of $100 will be assessed.

Changes in Interview Schedules
Any changes you wish to make to your schedule should be coordinated through the Career center. Please contact our Employer Relations team to communicate your changes.

  • Companies are assigned alphabetically to an employer relations team member.

A through G
Chiragi Patel

H through N
Mary Fisher

O through U
Alan Botkin

V through Z; 0 - 9 & C2D2 Partners Program
Richard South