|OCI Session||Start Date||End Date|
|Fall 2017||Monday, September 25, 2017||Friday, December 1, 2017|
|Spring 2018||Monday, January 29, 2018||Friday, April 27, 2018|
All currently enrolled, degree-seeking Georgetown University undergraduates and some graduate students from select programs may participate in the on-campus interviewing (OCI) program.
Students Studying Abroad
The Cawley Career Education Center requires employers to indicate on their on-campus interview schedule whether study abroad students may participate via Skype. The Center will provide iPads for Skype interviews conducted on campus.
Use of Interview Space
The Cawley Career Education Center will arrange interviews in our 10-room interview suite and reserve additional space if available.
Fees will apply for employers who cancel a room reservation less than 14 days prior to their scheduled on-campus interview. The fee will be $100 per room.
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.
- 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 withstudents. 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.
- NO Second Round Interviews
Second-round interviews should not be scheduled during the first week of on campus interviews.
Fall 2017: Monday, September 25, 2017 – Friday, September 29, 2017
Spring 2018: Monday, January 29, 2018 – Friday, February 2, 2018
Offers for full-time and internship positions can be extended at any time during the recruiting period. Employers who participate in on-campus interviewing are asked to follow the offer deadline policies without applying pressure on students before they are ready. Offers extended between the fall and spring recruiting cycles (December 1, 2017- January 29, 2018) will adhere to the same policies as offers resulting from spring 2018 interviews.
|Offers resulting from:||For:||Cannot expire before:|
|Summer 2017 internships||full-time conversion offers||Friday, October 6, 2017|
|Fall 2017 & Spring 2018 interviews||full-time offers||Three weeks from written offer|
Fall 2017 & Spring 2018 interviews
|Summer 2018 internship offers||Two weeks from written offer, with an agreement to extend for up to 10 additional days if requested by a student|
*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 share offers with 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, Associate Director for Employer Relations, to discuss any questions or concerns related to the offer deadline policy.
Consequences to Students Reneging on Offers
The Cawley Career Education Center, if notified by an employer that a student has reneged, will require the student to meet with a staff member to discuss the situation. Possible consequences to the student include loss of access to participate in on-campus recruiting activities. However, if a student reneges on an offer with a deadline that did not adhere to the stated timelines, and/or were not given an offer decision extension that adhered the stated timelines, the Cawley Career Education Center will not proactively pursue action against the student.
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 Cawley Career Education Center
- Stay in communication with candidates and the Cawley 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 employers who we determine have not conducted their recruiting efforts ethically.