Princeton University is committed to diversity, equity and inclusivity in all hiring and employment practices and to ensuring equitable access to opportunities. All employment professionals participating in the Campus Recruiting Program (this includes postings, on-campus interviews, employer information sessions, Meetups, coffee chats and other visibility events and programs coordinated in conjunction with Career Services) must agree to work within a framework of professionally accepted recruiting, interviewing and selection practices as stipulated in the Nondiscrimination Policy of Princeton University, the NACE Principles for Ethical Practice, Princeton University Community Standards for Employment Professionals and the United States Department of Labor FLSA Guidelines as it relates to paid vs. unpaid internships as well as abide by the recruiting and offer policies outlined below.
Career Services is committed to ensuring open and equitable access to the broadest range of opportunities, across all industries and sectors, for all undergraduate and graduate students. We acknowledge that not all opportunities are of interest to all students. Still, we believe it is appropriate to leave it to the members of our community to make their own personal decisions about the paths they pursue. We take a holistic approach to help students discover and explore the opportunities they will find personally meaningful and to understand their values, interests and strengths as part of the career decision-making process.
Recruiting organizations that do not comply with our Campus Recruiting Policies, including Offer Policy, as outlined below risk losing the support of Career Services for their Princeton recruiting.
Job Posting Policy
Please note that we do not accept postings from the following:
- Third party recruiters or job boards
- Employers posting full-time positions that do not require at least a bachelor’s degree
- Employers posting internships that do not require the pursuit of a bachelor’s degree
- Employers offering full-time positions listed with a rate of pay lower than minimum wage (internships may be unpaid or compensated with a stipend as long as opportunities meet federal guidelines; detailed learning objectives are required in job descriptions)
- Employers offering internships that do not provide a learning environment supported by supervision for their interns
- Employers using personal email address (e.g., Gmail, Yahoo, etc.); the employer must always use their business email addresses
- Full-time job or internship opportunities whose applications are collected through personal email address (e.g., Gmail, Yahoo, etc.)
- Employers that charge program fees to students
Inclement Weather Policy
If the University is closed for non-essential personnel at any point during the year, all on-campus recruiting activities, including interviews and information sessions, will be cancelled. Interviews and information sessions will be rescheduled for the earliest available date. This is to ensure the safety of our employers, students, and staff during unfavorable weather conditions. Whenever inclement weather is predicted that may lead to the delay or closure of campus, Career Services staff will make every effort to notify and coordinate alternate scheduling accommodations with employers and students the day prior to scheduled interviews.
Decisions regarding University closings are generally posted in the early morning hours on the Princeton University homepage. To confirm whether the University is closed due to inclement weather, please call the University weather alert hotline at 609-258-SNOW. During inclement weather, the Employer Relations Team members may also be reached at firstname.lastname@example.org(link sends e-mail).
All employers participating in our on-campus recruiting program are required to use our Handshake for posting positions and scheduling on-campus interviews at Princeton Career Services. In a rare occasion where employers are required to use other scheduling systems by their own organizations, they must provide a final schedule at least 72 hours or 2 business days (if an interview date is on Monday) in advance of their on-campus interview date. Failure to provide this information may result in the cancellation of your assigned interview date.
All on-campus interviews and information sessions must be held at the Office of Career Services or in Princeton campus buildings assigned by Career Services. Please see the Registration Guide section for more information.
Career Services reserves the right to attend and assess all events and programs as well as collect student attendance when they are scheduled and/or publicized through our office.
Recruiting Fee Related Policy
Payment must be received within five business days from the invoice date. If paying by a check, send a copy of your check request to email@example.com within five business days from the invoice date, along with the date the check will be received. Reservation will be confirmed upon payment (or check-processing notification).
Refunds are available if a cancellation request is received in writing to firstname.lastname@example.org at least six weeks prior to the event or interviews. There will be a 25% processing fee.
No-show and late cancellation (less than six weeks of your scheduled date) will be charged 100% of reservation fees.
Organizations with an outstanding balance will be prevented from reserving any activities until full payment is received.
- If your organization is using either Prospect House or Nassau Inn, there will be a $100 processing fee charged by Career Services per event.
Second-Round Interview Policy
Our second round interview policy is intended to give students the opportunity to be able to attend all scheduled first-round interviews with employers of their choice. Students should not be asked to cancel a first-round interview in order to attend a second-round interview. Employers should make every effort to accommodate candidates’ class and interview schedules.
Employers who violate the “Second-Round Interview Policy” will be subject to penalties, which may include being unable to schedule interviews during the first two weeks of the next recruiting season in which they participate.
To ensure that students have the opportunity to participate in all first-round interviews they have signed up for, we have policy guidelines in place for scheduling off-campus second-round interviews.
Fall 2018 full-time and internship positions: Second-round interviews cannot be offered outside the Princeton area between September 24-28 (the first week of fall interviews). After October 1, employers MUST give students advance notice of at least five business days to leave the Princeton area.
Spring 2019 full-time positions and internships: Second-round interviews cannot be offered outside the Princeton area between February 4-10 (the first week of spring interviews). After February 11, employers MUST give students advance notice of at least five business days to leave the Princeton area.
We encourage all employers to provide a reasonable time frame for students to consider all full-time and internship opportunities and offers. We have outlined our offer deadline policies below. Please note that Princeton University Career Services explicitly prohibits any practice that improperly influences or pressures students to accept offers earlier than the time frames posted below. This includes exploding offers to induce early acceptance via bonuses, frequent phone calls to students, the ability to choose a particular department and assignment, etc.
All employers participating in the Campus Recruiting Program, including postings, on-campus interviews, employer information sessions, meet-ups, coffee chats and other visibility events and programs coordinated in conjunction with Career Services, will be expected to follow the Offer Policy. Employers who violate the “Offer Policy” will be subject to penalties that may include forfeiture of the use of Career Services programs, including on-campus interviewing, participation in employer information sessions and other visibility programs and events, for the following academic year.
Offers presented during the summer and the fall semester
|October 31, 2018 or 2 weeks after offer presented (whichever is later)|
|Offers presented during the spring semester||February 28, 2019 or 2 weeks after offer presented (whichever is later)
Deferred Start Date/ Rescinded Offers
Should there be a need for your organization to defer start dates or rescind offers for Princeton students, we request that you notify our office prior to contacting those students who are impacted by this decision. We would like the opportunity to discuss with you and the student(s) involved and the particular circumstances surrounding the deferred start date or rescinded offer (i.e., compensation issues, new start date, etc.).
Recruiting organizations that fail to comply with this request risk losing their recruiting privileges at Princeton University.
Event and Program Advertising Policy
Career Services is happy to broadly publicize information sessions, recruiting programs and events that are coordinated in conjunction with our office and posted within our Handshake system. We can work with your organization to design a broad publicity plan as well as a more targeted campaign. Please note that on- and off-campus events and programs that are not coordinated with Career Services are not eligible for promotion in our system. For additional visibility, you may wish to use the hashtag #HireTigers on Twitter when using social media to reach the Princeton community.
All employer professionals that recruit Princeton students must adhere to the following community standards.
1. Employment professionals will refrain from any practice that improperly influences and affects acceptances. Such practices may include undue time pressure for acceptance of offers and encouragement of revocation of another offer. Employment professionals will strive to communicate decisions to candidates within the agreed upon time frame.
2. Employment professionals will have knowledge of the recruitment and career development field as well as the industry and the employing organization that they represent, and work within a framework of professionally accepted recruiting, interviewing, and selection techniques.
3. Employment professionals will provide accurate information about their organization and employment opportunities. Employing organizations are responsible for information supplied and commitments made by their representatives. If conditions change and require the employing organization to revoke its commitment, the employing organization will pursue a course of action for the affected candidate that is fair and equitable.
4. Neither employment professionals nor their organizations will expect or seek to extract special favors or treatment that would influence the recruitment process as a result of support, or the level of support, to the educational institution or career services office in the form of contributed services, gifts, or other financial support.
5. Serving alcohol should not be part of the recruitment process on or off campus. This includes receptions, dinners, company tours, etc.
6. Employment professionals will 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, and or disability;
c) Avoiding questions that are considered unacceptable by EEO guidelines for fair employment practices during the recruiting process;
d) Developing a sensitivity to, and awareness of, cultural differences and the diversity of the workforce;
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.
7. Employment professionals will maintain the confidentiality of student information, regardless of the source, including personal knowledge, written records/reports, and computer databases. There will 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.
8. Those engaged in administering, evaluating, and interpreting assessment tools, employment screening tests, and technology used in selection will be trained and qualified to do so. Employment professionals must advise the career services office of any test/assessment conducted on campus and eliminate such a test/assessment if it violates campus policies or fair employment practices. Employment professionals must advise students in a timely fashion of the type and purpose of any test/assessment that students will be required to take as part of the recruitment process and to whom the results will be disclosed. All tests/assessments will be reviewed by the employing organization for disparate impact and position-relatedness.
9. When using organizations that provide recruiting services for a fee, employment professionals will respond to inquiries by the career services office regarding this relationship and the positions the organization was contracted to fill. This applies equally to any other form of recruiting that is used as a substitute for the traditional employer/student interaction. These standards apply to organizations providing such services.
10. When employment professionals conduct recruitment activities through student associations or academic departments, such activities will be conducted in accordance with the policies of the career services office.
11. Employment professionals will cooperate with the policies and procedures of the career services office, including certification of EEO compliance well as compliance with all federal and state employment regulations.
12. Employment professionals will only post opportunities that require college-educated candidates, in a manner that includes the following:
a) All postings should adhere to EEO compliance standards;
b) Job postings should be suitable and appropriate for candidates from the target institution;
c) Internship postings should meet the NACE definition and criteria for internships. See A Position Statement on U.S. Internships: A Definition and Criteria to Assess Opportunities and Determine the Implications for Compensation for reference.
13. Employment professionals will honor scheduling arrangements and recruitment commitments.
14. Employment professionals recruiting for international operations will do so according to EEO and U.S. labor law standards. Employment professionals will advise the career services office and students of the realities of working in the foreign country and of any cultural or employment law differences.
15. Employment professionals will educate and encourage acceptance of these standards throughout their employing institution and by third parties representing their employing organization on campus, and will respond to reports of noncompliance.