This timeline does not preclude longer periods for offer consideration. It is important that both parties keep an open line of communication throughout the job offer and decision process.
Extending an exploding offer, defined as giving a candidate an unreasonably short period of time to accept an offer before it is revoked, is prohibited. In addition, if a student is taking an unreasonably long period of time to respond to an offer, please contact our office so we may address the issue with the student. It is not uncommon for companies to offer financial incentives for an early decision, especially for full-time offers, but as long as the timelines are honored, this is not considered an exploding offer.
If an employer must withdraw an offer, the employer should contact their ERM immediately. This is a serious matter that can significantly harm an employer’s reputation and subsequent ability to recruit students. Similarly, if a student reneges on an acceptance of employment, the employer should notify their ERM who will thoroughly review the situation and take appropriate action. At Carey, we consider reneging on an acceptance to be unethical behavior.
If you require transcripts, please notify the student in advance so he or she can authorize release by the Registrar.
The Carey Business School makes its facilities and services available only to employers who do not discriminate on the basis of race, ethnicity, religion, sex, sexual orientation, marital status, age, national origin, military service, or disability. Any employer who makes use of the University’s facilities to interview students agrees to meet in good faith with any student who has signed up within the allotted time for an interview and who meets the employer’s legitimate employment qualifications.
Johns Hopkins University is committed to providing a working and learning environment free from unlawful discrimination and harassment. Consistent with this commitment and with applicable federal, state, and local laws, it is the policy of the University, as both an educational institution and an employer, to prohibit unlawful discrimination and harassment and to provide faculty, students, and staff who believe that they may be the victims of either, with mechanisms for seeking redress.
In an effort to balance the needs of students and recruiters, we have established a Full Disclosure Policy with respect to adverse actions taken by employers such as requesting interviews during class time, withdrawing an accepted offer, etc. Our objective is to provide information that may be relevant to students when they are making recruiting and/or employment decisions. In adopting this policy, Career Services reserves the right to restrict access to students by employers that violate our Interviewing policies.
This policy is consistent with our efforts to support our students in their job searches. When students are informed that a firm did not honor our policies, the students can take that information and incorporate it into their decision making process.
Career Services policy is to communicate with the employer about the student’s report of adverse actions, assess the facts from both perspectives and attempt to resolve the situation. When adverse actions are reported to Career Services, the school works with employers and students to reach a mutually satisfactory solution. Career Services also asks that companies who may take an adverse action to inform the school before-hand to minimize the consequences for our students. Such actions have served to create goodwill between both parties.
Furthermore, we request that employers notify Career Services of any students who have accepted more than one job offer or are continuing to search for positions after accepting an offer. Such behavior is considered to be a violation of the school’s code of conduct.
Recruiters cannot ask questions during the interview that could be construed by a candidate as unethical, illegal or in violation of personal privacy. Such questions include inquiries about age, marital status, religious preference and sexual orientation.
All recruiters must adhere to the standards set forth in Title VII of the Civil Rights Act of 1964 (as amended in 1972), as well as all guidelines established by the Equal Employment Opportunity Commission. Specifically, no firm should discriminate against any candidate on the basis of that individual’s sex, race, color, religion, age, handicap, national or ethnic origin or sexual orientation.
Recruiters should not ask students to evaluate the skills or appropriateness of a fellow student for employment.
Recruiters should inform students of their application and candidate status, whether positive or negative, in a timely manner. Undue delays or failure to communicate to declined candidates negatively affect a company’s reputation among students.
Recruiters should give students at least three business days’ notice for second-round interviews or other events held out of town. Students may have other obligations, including other interviews, which cannot be rescheduled on short notice without penalty to the student.
Career Services works diligently to meet the needs of recruiters and students. When making reservations, companies and recruiters should review the confirmation and make any changes immediately. Companies and recruiters are expected to follow the final interview schedules. Changing the final interview schedule can significantly disrupt students’ prior academic and interview commitments and affects the company’s reputation among the students.
Career Services does not disseminate personal information regarding an MBA candidate. Such restricted information includes grades, test scores and picture books.
Career Services will not be held responsible for false information or misrepresentation provided by a student during the recruitment process, either by way of a student’s résumé or during the interview process.
Students may not be asked to miss class for an interview.
It is important that both the employer and student keep an open line of communication throughout the interview, offer, and evaluation processes. All companies should establish and maintain, at most, a four-week window of communication with candidates throughout the process. For example, if your interview was held February 13, please send a follow-up communication no later than March 13, even if the message simply states your process is continuing and that candidates will be notified by an approximate date.
All candidates not selected for further consideration also should receive notification of their final status once the selection process has been concluded.
For international recruiters: International companies or divisions of companies that recruit at Johns Hopkins may find it more practical to interview first- and second-year students during the same visit to the university. As a result, companies or divisions of companies based outside of the United States may interview and make offers to first- or second-year students outside of our regular recruiting calendar. We encourage you to keep the lines of communication open with your ERM and candidates and work with them to find a mutually agreeable decision date.
For affinity group conferences: In recent years, affinity group conferences such as the National Black MBA Conference and the National Society of Hispanic MBAs Conference have become increasingly popular for recruiters and students. Because these events occur very early in the on-campus recruiting process for second-year students and well in advance of the recruiting process for first-year students, we strongly suggest that any offers made to students as a result of these events remain open until December 1, for second-year students and March 1, for first-year students.
We are flexible on ways to consider our students for you positions. Let us know what works best for you and we will work with you to get resumes for your consideration.
- Allison Kapner, Employer Relationship Manager
