Recruiting Policies for Employers & Students
The Jackson School of Geosciences Career Center is a member of the National Association of Colleges and Employers (NACE). We follow NACE Principles as well as NACE guidelines for making reasonable job offers to students. Employers and their representatives are responsible for reading and complying with our basic recruiting principles for recruiting at the Jackson School of Geosciences, The University of Texas at Austin.
Employers may not improperly influence job acceptances by students with unrealistic expectations. For example, an employer should not inform a student to accept their offer within a time period that is less than three weeks from their on-campus interview. Our recruiting season occurs over a one-month period where we host as many companies as possible. Most students will have interviews that span about 3-weeks, hence we prefer that they are not pressured to accept any position before they interview with all companies that accept them. We prefer that employers give students time to interview with other companies that come on campus during the fall semester. An employer may not encourage any student to revoke another offer in lieu of their offer. We encourage employers to communicate decisions to candidates within a reasonable time frame.
We ask that employment professionals provide accurate information about their organization and employment opportunities. If conditions change after an offer has been made and accepted, but the employing organization must revoke its commitment, we ask that the employing organization pursue a course of action for the affected candidate that is fair and equitable.
Employers that misrepresent employment opportunities to students will risk losing access or privileges to JSG Career Services recruiting resources. We strongly discourage any employer from withdrawing offers or altering base compensation. We request that employers notify JSG Career Services once students have accepted an offer.
Making an offer
All offers must be in writing. Written offers are defined as electronic or hard copies. The start of the offer 3-week timeline is determined by the date on the written offer letter. On-campus Recruiting (OCR) offers should remain open for a minimum of three weeks after the date of the written offer.
JSG Career Services prohibits what NACE terms as “exploding offers.” An exploding offer is when a student is required to accept a job offer within a very short period of time or face having the offer rescinded or base salary diminished. Requiring a verbal acceptance in order to receive a written offer is considered an exploding offer.
Student Code of Ethics
Students who participate in career services on-campus recruiting; including interviewing, negotiating offers, and participating in the fall career fair are expected to maintain professionalism at all times. If employers have any issues or concerns, please contact JSG Career Services.
Accepting an Offer
All offer acceptances must be in writing to the hiring entity. Acceptances may occur in either electronic or hard copy. Please share accepted and declined offers with JSG Career Services.
Reneging an offer reflects poorly on the Jackson School student body. If an employer has a situation where a student has reneged on an offer, please contact JSG Career Services.
All questions or concerns to Jennifer Jordan, Career Services Director at email@example.com.
- Internship Outcomes: Student Perspective
- Students put their academic learning into practice
- Increased professional skills
- Build professional network
- Enhanced ability to recognize preferences and abilities and match them with appropriate career-related choices
The National Association of Colleges and Employers (NACE) provides the following internship definition and criteria:
An internship is a form of experiential learning that integrates knowledge and theory learned in the classroom with practical application and skills development in a professional setting. Internships give students the opportunity to gain valuable applied experience and make connections in professional fields they are considering for career paths; and give employers the opportunity to guide and evaluate talent. Please also see the U.S. Department of Labor website.
NACE Seven Criteria for Internships
- The experience must be an extension of the classroom: a learning experience that provides for applying the knowledge gained in the classroom. It must not be simply to advance the operations of the employer or be the work that a regular employee would routinely perform.
- The skills or knowledge learned must be transferable to other employment settings.
- The experience has a defined beginning and end, and a job description with desired qualifications.
- There are clearly defined learning objectives/goals related to the professional goals of the student’s academic coursework.
- There is supervision by a professional with expertise and educational and/or professional background in the field of the experience.
- There is routine feedback by the experienced supervisor.
- There are resources, equipment, and facilities provided by the host employer that support learning objectives/goals.
Hiring International Students
If you are considering hiring an international student, please read this document from the University’s International Student Office “An Employer’s Guide to Hiring International Students.”