Thank you for your interest in recruiting DePaul students!
The Career Center requires all employers recruiting from the DePaul University community to review and adhere to the
Principles for Ethical Professional Practices established by the National Association of Colleges and Employers (NACE).
In alignment with those principles, the Career Center is committed to the below goals and have developed the following policies and guidelines in support of them.
- Ensure that undue pressure is not placed on students/alumni by employers
- Maintain a recruitment process that is fair and equitable
- Support informed and responsible decision making by students/alumni
Job & Internship Offer Policies and Recommended Deadlines
To support informed and responsible decision making by students/alumni and ensure undue pressure is not placed on them by employers, the Career Center has established the below policies and recommended deadlines on job & internship offers. We strongly suggest employers review and consider these, when establishing offer deadlines and evaluating requests for extensions by candidates.
| Offers resulting from: |
Recommended deadline: |
If offer is made after the recommended deadline: |
| Fall Recruiting |
Offers must stay open until November 1st |
Offer must stay open 2 weeks from offer origination |
| Winter/Spring Recruiting |
Offers must stay open until April 1st |
Offer must stay open 2 weeks from offer origination |
| Summer Recruiting |
Offers for the upcoming fall must stay open 2 weeks from offer origination
Offers for the following summer must stay open until September 15th
|
N/A |
| Summer Leadership Programs |
Offers must stay open until August 15th |
N/A |
Exploding offers are any offers that put undue pressure on students/alumni to make final decisions and/or commitments prior to completing all of their interviews. These types of offers increase the possibility students/alumni may choose to renege on an opportunity and undermine the efforts of the Career Center and our faculty/staff partners as we advise our students/alumni on evaluating job offers.
The following actions are examples of undue pressure:
- Requiring a quick and/or early response time
- Attaching incentives, such as a diminishing bonus or reduced options for location preferences
- Asking students/alumni to make a decision on the spot and/or posing a hypothetical situation involving a potential offer
We strongly encourage employers to review and consider our recommended deadlines and the guidelines for employers within Setting Reasonable Deadlines for Job Offers (NACE).
We strongly encourage employers to consider and/or accommodate reasonable requests for offer extensions from candidates.
We recognize the interview process is an investment of time and resources by all parties involved. As a result, the Career Center and our faculty/staff partners strongly advise our students/alumni against reneging on the acceptance of a job/internship offer. If this occurs, we ask that you reach out to us at recruitstudents@depaul.edu.
We also strongly discourage employers from rescinding offers. This often means students/ alumni must restart their job search, most likely after declining other offers. This can also damage the brand and/or reputation of the company/organization on DePaul’s campus. If this occurs, please notify the candidate as soon as possible.
In addition to the above policy and recommended deadlines, we strongly encourage employers to review and consider the following resources when establishing offer deadlines and evaluating requests for offer extensions.
Academic Calendar (Please note that DePaul is on a quarter system)
Setting Reasonable Deadlines for Job Offers (NACE)
Salary Considerations
National salary survey data and executive summaries are available from the
National Association of Colleges & Employers (NACE).
Internship Considerations
While completion of an internship is not a requirement for most undergraduate concentrations, the University offers several options for students wishing to pursue academic credit while participating in an internship or short-term learning experience. Required materials from participating employers varies depending on the course the student chooses to enroll in. Most typically supervisors can anticipate being asked to engage in reflection/exercises around professional growth for the student (examples include: one on one meetings, goal setting, and/or pre- post- and midpoint evaluations).
The DePaul Career Center does not provide legal advice. Employers interested in providing internships for DePaul University students are encouraged to consult with their own advisors regarding compliance with the Fair Labor Standards Act (FLSA), ownership of intellectual property, general liability issues or any other potential areas of concern. The decision to grant academic credit for a student internship is made by the DePaul University for the sole purpose of determining whether the student's internship experience satisfies the academic standards established by the student's academic unit/school/college. As a result, employers should not rely on the University's decision to grant academic credit as a determinative of their legal responsibilities under the FLSA.
For further exploration of this issue, organizations may wish to consult NACE's Position Paper on US Internships.
While the University may assist in providing resources for the students, we do not place students into internships and students who pursue internships do so individually. Therefore we do not have a legal relationship between the student and the internship employer. In the case of a Hold Harmless Agreement, the DePaul University Legal Counsel has determined that the University can not legally enter into these agreements for this very reason. The National Association of Colleges and Employers has also issued several statements discouraging this practice.
Resources