|OCI Session||Start Date||End Date|
|Fall 2016||Wednesday, September 21, 2016||Friday, December 2, 2016|
|Spring 2017||Monday, January 30, 2017||Friday, April 28, 2017|
Which students may participate in on-campus interviewing?
All currently enrolled, degree-seeking Georgetown University undergraduates and some graduate students from select programs may participate in the on-campus interviewing (OCI) program. Please contact a member of our recruiting team with any questions regarding students with special circumstances, such as study abroad.
Use of Interview Space
The Cawley Career Education Center will arrange interviews for employers in our 10-room interview suite for employers. We will provide interview space free of charge to employers who facilitate their on-campus interview process for Georgetown students through our Hoya Career Connection (HCC) system. Room fees will apply for employers who request use of space for events that include non-Georgetown students.
To ensure that students have equal access to employers, the Cawley Career Education Center requires that all second-round interviews accommodate the student’s classes and previously scheduled first-round interviews. Students should not be asked, nor be expected to, cancel a first-round interview or miss a class to attend a second-round interview. Without exception, employers must offer alternative dates, without negative consequences, for a second-round interview if the date originally offered by the employer interferes with a student’s first-round interview on campus, class, or other valid conflict.
- “Open Days” for Second-Round Interviews (anywhere)*
Fall 2016: No dates have been designated as “Open Days”
Spring 2017: Friday, February 3, 2017
*No first-round on-campus interviewing
- Off-Site Second Round Interviews
Employers must give students three (3) business days advance notice of a second-round interview if it is outside the DC Metro Area. It is the employer’s responsibility to coordinate second-round interviews with students. Do not make travel arrangements for students before conferring with them. It is customary for employers to reimburse students for travel expenses incurred to interview. If applicable, please indicate your policy when inviting a student to interview.
Offers for full-time and internship positions can be extended at any time during the recruiting period. Employers who participate in OCI are asked to follow the following offer deadline policies without applying pressure on students before they are ready. Offers extended between the fall and spring recruiting cycles (December 2, 2016- January 30, 2017) will adhere to the same policies as offers resulting from Spring 2017 Interviews.
|Offers resulting from:||For:||Cannot expire before:|
|Summer 2016 internships||full-time conversion offers||Friday, September 30, 2016 or three weeks from written offer, whichever comes later|
|Fall 2016 interviews||full-time offers||Friday, November 18, 2016 or three weeks from written offer, whichever comes later|
|Fall 2016 interviews||Summer 2017 internship offers||Monday, December 5, 2016 or two weeks from written offer, whichever comes later|
|Spring 2017 interviews||full-time offers||Three weeks from written offer|
|Spring 2017 interviews||Summer 2017 internship offers||Wednesday, March 22, 2017 or two weeks from written offer, whichever comes later|
*Bonuses and other incentives associated with an offer cannot expire before the dates above.
Exploding offers and bonuses put enormous pressure on students to make a decision before they are ready to make the most informed decision possible. Students must be allowed to complete the interview process prior to making a decision to accept an offer of employment without the pressure to respond to an earlier date.
Employers who violate the offer deadline policy will be subject to penalties that may impact date reservations for the next recruiting cycle.
All employers should extend offers in writing, with offer deadline dates clearly indicated, and be willing to exhibit offers to the recruiting team. It is important to keep students informed of their status throughout the process.
On occasion, students may request an extension beyond the dates given. Each request should be considered on a case-by-case basis, and accommodated if possible. Please feel free to reach out to Susan Campbell, Assistant Director – Recruiting Programs, to discuss any questions or concerns related to the offer deadline policy.
Rescinding or Deferring Employment
Employers needing to rescind or defer employment should carefully review the guidelines and follow the NACE recommendations found in the Position Statement on Rescinded and Deferred Employment Offers. The NACE guidelines urge employers to adopt a two-part approach to employment offers under consideration for revocation. The first emphasizes the need for a commitment to high standards in recruiting. The second offers a reasoned approach to dealing with rescinded and deferred offers.
NACE recommends that employers who must revoke a commitment consider alternatives that do not require rescinding employment offers. These may include changes in job responsibilities, salary reduction or reduced work weeks, changes in job locale, delayed starting dates, and other reasonable options.
For candidates whose start dates are deferred:
- Provide services to aid the candidates in securing other employment
- Provide financial assistance if the deferral will be longer than three months
- Communicate to candidates as soon as possible
- Contact the Career Education Center
- Stay in communication with candidates and the Career Education Center regarding start dates
The Cawley Career Education Center expects all employers to treat candidates in an ethical manner. We reserve the right to deny access to on-campus interviewing to any employers who we determine have not conducted their recruiting efforts ethically.