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Recruiting Policies

The Schwarzman Scholars Program has developed recruiting policies designed to create a fair and nondiscriminatory recruiting environment for students, alumni, and organizations.

Nondiscrimination

The Nondiscrimination Policy indicates that recruiting companies must evaluate candidates without consideration of any special factors and more specifically says “to interview at the Schwarzman Scholars Program, prospective employers of students or alumni from must evaluate candidates without consideration of race, color, religion, sex, sexual orientation, gender identity, ethnicity, national origin, age, disability, or veteran status.”

Interview and Offer Policies

A company’s decision to hire an employee is an important one, requiring a thorough assessment of a candidate’s skills and fit with an organization. From a candidate’s perspective, the decision to accept an offer requires a great deal of thought as he/she assesses fit with the organization, balances personal goals, and evaluates other employment opportunities. To balance the needs of both students and employers, the Schwarzman Scholars Program has established the following Offer Policy:

  • Firms can host full-time interviews of our Scholars prior to matriculation, once the academic year starts we ask that organizations.
  • All firms must offer students a choice of at least two second round interview dates.
  • You may extend full-time offers to Schwarzman Scholars at any time. Offers extended in the fall should remain open until December 15th.
  • For full-time offers extended after November 1, we ask that students be given at least 30 days to make a decision.
Full Disclosure Policy

Schwarzman Scholars has a full disclosure policy with respect to adverse actions to offers of employment and in the recruiting process. These actions taken by employers include rescinded offers, postponement of start dates, etc. This policy also applies to offer and recruiting guidelines, such as the timing of recruiting events and interviews. Our objective is to provide information that may be relevant for students when making recruiting and/or employment decisions.

In adopting this policy, the Program has decided against a sanctions approach, recognizing that penalizing employers stands to 1) hurt alumni who are employed by these firms, and 2) reduce potentially valuable employment opportunities for current and future students. The Program has also decided against a laissez-faire approach regarding adverse actions for two reasons.

  1. The full disclosure policy is consistent with the Program’s efforts to support our students in their job searches. Knowing that a firm did not honor the terms of an offer to one of our students gives all students more complete information to incorporate into their decision-making process.
  2. By collecting and evaluating such information, the Career Development team is better able to engage employers in constructive dialogues about hiring Scholars. Indeed, in some cases when adverse actions have been reported, the school has been able to work with employers and students to reach a mutually-satisfactory solution. The Career Development team also asks organization partners who may take an adverse action to inform the school beforehand and to minimize the consequences for our students. Such actions have served to create goodwill between parties.

The Program encourages Scholars to report adverse actions to the Career Development team. Our policy is to communicate with that employer about the matter, assess the facts from both perspectives, and attempt to resolve the case. The Program posts in it’s internal student recruiting portal adverse actions that are not resolved for a period of three years.
Furthermore, we request that employers notify Career Development of any students who have accepted more than one job offer or are continuing to search for positions after accepting an offer. Such behavior may be a violation of the Scholar’s Program Commitment.

Identified Adverse Actions

The Program considers the following to be adverse actions:

  • A commitment (e.g., verbal offer) which is withdrawn
  • An offer which is withdrawn before the student has accepted or declined
  • An accepted offer which is rescinded
  • An offer which is not accompanied by a reasonable amount of time to make a decision, i.e., an “exploding offer”
  • A delayed start date (start date pushed back from originally agreed-upon start date)
  • A significant change to an agreed upon offer, such as salary or location
  • Interview dates with no flexibility regarding academic commitments.
  • All firms must offer students a choice of at least two second round
    interview dates.
  • You may extend full-time offers to Schwarzman Scholars at any time. Offers extended in the fall should remain open until December 15th.
  • For full-time offers extended after November 1, we ask that students be given at least 30 days to make a decision.