|Alcohol Policy||Cancelling Your Interviews/Campus Visit|
|Nondiscriminatory Policy||Third-party Recruiting Agencies|
|Maintain Confidentiality||Temporary Agencies or Staffing Services|
We strive to foster an equitable recruiting environment for all members of the Georgia Tech community including students, alumni, and employers. We encourage organizations and their recruiters to help us create a successful recruiting program by acting in agreement with the following guidelines. Employers who recruit, post jobs, and visit campus must adhere to Equal Employment Opportunity (EEO) guidelines and the National Association of Colleges and Employers (NACE) Principles for Employment Professionals.
Georgia Tech adheres to the NACE policy, which states that serving alcohol should not be a part of the recruitment process. All recruiting activity, including all information sessions, should be alcohol-free.
Georgia Tech 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. The Career Center will make its facilities available only to recruiting organizations whose practices are consistent with this policy.
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.
Georgia Tech expects students and employers to honor commitments made during the recruiting process – specifically related to offers of employment. Reneges/rescinding offers are serious breaches of our recruiting policies. When these instances occur, we will investigate each situation and determine the appropriate actions on a case-by-case basis. There may be reasonable circumstances that could result in either students and/or employers altering their commitments.
Our goal is to create a positive outcome for our students and employers. We believe providing students with adequate time to make employment decisions helps to minimize offer reneges and improves retention. Students may accept offers before the offer guidelines below, but should not be obligated to respond sooner.
If a student is requesting an unreasonably long time or is making unrealistic requests related to an offer, please contact our office so we may address the issue.
Exploding offers (offers that will be retracted or expire in a very short time period) are not permitted by Georgia Tech.
Georgia Tech prioritizes facilities and services for employers who honor our recruiting policies and philosophy. Violations will likely diminish your brand on campus and may result in specific sanctions.
|Summer conversion offers*||Fall offers**||Spring offers***|
|Timing of student decision||October 16||October 16
OR 3 weeks
whichever is longer
OR 3 weeks
whichever is longer
* Summer conversion offers are full-time offers made to an intern or co-op student for an opportunity beginning after graduation.
** Fall offers refer to full-time, internship, or co-op offers made to students during the Fall recruiting season.
*** Spring offers refer to full-time, internship, or co-op offers made to students during the Fall recruiting season.
Cancelling Your Interviews/Campus Visit
If it is necessary to cancel an interview reservation or campus visit, please do so as far in advance as possible. It is critical for employers to inform all students who were invited to participate prior to the cancelled interviews or campus visit.
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 be declined.
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, the GT Career Center 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.