The Loeb Center asks third-party recruiters to review and follow the Principles for Third-Party Recruiters set forth by NACE.
Our Center may sponsor third party recruiting activities if the third-party agency agrees to:
- Reveal the identity of the employer being represented and the nature of the relationship between the agency and the employer, and permit career services to verify this information by contacting the client. If the Loeb Center has an existing relationship with the client, we will inform the third party agency and decline to post the position.
- Identify, on all announcements, the name of the employer being represented.
- If requested, provide a position description for valid openings.
- In accordance with the Family Education Rights and Privacy Act (FERPA), release candidate information only with the written permission of the employment candidate and only to the identified employer.
- Not charge any fee to the candidate
The Loeb Center reserves the right, in its sole discretion, to deny any employer or recruiter access to services offered.
The Loeb Center does not permit employers to schedule interviews during reading or final exam periods. Employers offering second-round interviews should provide at least two dates—without negative consequence to the candidacy of the applicant—so that candidates do not miss exams or previously scheduled first-round interviews.
Alumni/ae interviewers must have graduated at least two years prior to the class they are interviewing in order to avoid the perception of bias. Recruiters should be trained in professional interviewing standards and protocols and exhibit professionalism at all times. We require that recruiters refrain from what might be interpreted as offensive or inappropriate behavior. Alumni and other individuals representing an employer are acting in an “official capacity” for their organization when recruiting.
Use of alcohol by candidates as part of the recruitment process, on- or off-campus, is strictly prohibited.
All tests used as part of the hiring process must be a valid measure of employability and must be compliant with Equal Employment Opportunity Commission (EEOC) standards, and testing procedures must comply with the Americans with Disabilities Act (ADA). Information on testing practices should be shared with the Loeb Center. Employer partners must notify students of testing at least two full days in advance, so that students who require accommodations may make arrangements.
Job Offer Policy
The Loeb Center believes that providing sufficient time for students to evaluate the employment opportunities offered to them allows them to make the wisest decisions for all concerned, creating a positive experience for candidates and employers, and ultimately reducing renege and attrition rates. Job offer processes can affect your brand on campus.
With that in mind, we strongly encourage the following:
- Former Summer Interns: Students who are offered a full-time position (or second internship) after completing an internship should have until November 1 or two weeks after receiving the written offer, whichever is later, to accept or decline. This allows students time to participate in fall on-campus recruiting if they so choose.
- Fall Recruiting: Students who are offered full-time or internship positions during the fall semester should have until November 1 or at least two weeks from receipt of the written offer, whichever is later, to accept/decline.
- Spring Recruiting: Students who are offered full-time or internship positions during the spring semester should have at least two weeks from receipt of the written offer to accept/decline.
We strongly encourage employers to avoid any practices that may improperly influence or hasten a student’s decision, including the use of bonuses or other variance in compensation, placement within the organization, or exploding offers. We define an exploding offer as any offer that does not adhere to our recommendations as stated above and/or that has special incentives attached for early acceptance, including signing bonuses.
Rescinded/Deferred Job Offers
Employers needing to rescind or defer employment offers should review the NACE Position Statement on Rescinded and Deferred Employment Offers. Employer partners should contact the Leob Center and the candidate as soon as possible.
Reporting New Hire Data
When requested, an employer will supply information regarding students who have been hired to fill full-time, internship, or other related positions. Information may include, but is not limited to, student name, title, division or unit within the organization, geographic location of position, employment start date, and compensation (if applicable).
Policy Changes & Updates
These policies will be reviewed annually and may be subject to change at Amherst College's discretion. When reasonably practicable, prior to revising this document, employer feedback will be sought and considered. Employer partners will be notified of revisions and of when they will be applicable.
Changes and/or updates to this policy can be made without notice. The directors of the Loeb Center must approve all final changes to this policy.
The Loeb Center reserves the right to suspend an employer’s privilege to recruit at Amherst College for any reason, including failure to abide by our policies.