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Recruiting Guidelines

General Principles

A primary objective of the Center for Career Opportunities (CCO) is to support employers in their efforts to recruit and hire Purdue students. We consider this a partnership effort with a common goal of achieving the best match between the individual student and the employing organization. The CCO will act in accordance with the National Association of Colleges and Employers (NACE) Principles of Professional Conduct for Career Services, and we expect that employers will abide by these principles in their dealings with us, our students and our alumni.

These Principles provide three basic precepts to guide career planning and recruitment:

  1. Maintain an open and free selection of employment and experiential learning opportunities in an atmosphere conducive to objective thought, where job candidates can choose to optimize their talents and meet their personal objectives;
  2. Maintain a recruitment process that is fair and equitable;
  3. Support informed and responsible decision making by candidates.

We have drafted these Guidelines for Recruiting Success in support of our University’s and Center’s effort to provide an open and free environment for selection of students for employment and experiential learning opportunities. We reserve the right to take appropriate and necessary actions to enforce compliance with these guidelines in order to maintain a fair and equitable recruitment process among all employers of Purdue University students.

Please know that we are deeply appreciative of your interest in recruiting Purdue students for the exciting career opportunities that your organization offers them. We look forward to our partnership to help make your recruiting experience a positive, fair and productive one for everyone.

On-Campus Interviews

To request on-campus interview dates, visit this site and log in to “NACElink at Purdue” or click the “New Employer” link and register for NACElink at Purdue. After registering, please select “Create New Schedule Request” under the “Shortcuts” side menu. For assistance, please email hire@purdue.edu or call our Scheduling Assistant at (765) 494-8740.

FIRST ROUND INTERVIEWS/GREETERS

Interview rooms may be reserved for first round interviews. The schedule management features of NACElink at Purdue include promoting your positions, gathering resumes from applicants, and inviting selected candidates to sign up online for interview times. Position descriptions must be attached to all reserved rooms a minimum of four weeks before your interview date. One room may be reserved for greeters if your interview process requires them. Please call to make arrangements.

SECOND ROUND INTERVIEWS

If your recruiting process requires second round interviews, please disclose that when you request rooms. The Center for Career Opportunities may need to limit the number of second round rooms or reserve outside rooms (a fee will apply) during peak recruiting weeks.

The Center for Career Opportunities counsels our students to consider interviews as important business commitments and to cancel interviews only when absolutely necessary and then only when the employer will have an opportunity to fill the vacancy in the schedule. Therefore:

  • Employers scheduling second-round interviews are asked to give a minimum of three (3) full business days’ notice of a second-round interview in an off-campus location so that the student can make necessary arrangements to accept the invitation.
  • Employers should offer alternative dates, without negative consequences, for a second-round interview if the date originally suggested by the employer interferes with a student’s first-round interview on campus, an exam, or another valid appointment.
  • Monday, August 24 – Fall Classes begin
  • Thursday, September 10 – On Campus Career Fairs begin at Purdue
  • Monday, September 21 – Fall On Campus Interviews begin
  • Monday, October 13 and Tuesday, October 13 – October Break
  • Wednesday, November 25 to Saturday, November 28 – Thanksgiving Vacation
  • Monday, December 14 to Saturday, December 19 – Final Exams (students not available for on-campus interviews)
  • Sunday, December 20– Commencement
  • Monday, January 11 – Spring Classes begin
  • Monday, January 18 – Martin Luther King Holiday
  • Monday, January 25 – Spring On Campus Interviews begin
  • Monday, March 14 to Saturday, March 19 – Spring Break
  • Monday, May 2 to Saturday, May 7 – Final Exams (students not available for on-campus interviews)

Utilizing NACElink at Purdue to Schedule Your Interviews

The Center for Career Opportunities (CCO) operates a robust system for employers to schedule interviews with Purdue students. Our NACElink at Purdue system is branded as myCCO to students. Some specific benefits of its use are cited below:

  • Given the convenience of having their interview scheduling and commitments centralized in one location, students have voiced their strong preference that companies schedule interviews through our NACElink at Purdue system.
  • The CCO team works closely with Symplicty, the service provider that powers NACElink at Purdue, to help ensure that system functionality is as comprehensive and navigable as possible.
  • Your CCO employer coordinator and our administrative support staff are available to respond to questions and assist in your interview scheduling efforts.
  • The CCO is positioned to assist companies in recording data relating to your interview visits for reporting and federal compliance purposes.
  • Through NACElink at Purdue, last minute changes to interview times, dates and schedules can be more effectively and easily communicated to students in a timely manner.
  • In the rare event that students are late for interviews or fail to show, the CCO is positioned to take immediate action with students involved in these situations.

For these aforementioned reasons, the CCO strongly discourages companies from scheduling interview rooms only without arranging interviews through our NACElink at Purdue system. Our intention is to work closely with you to help your company experience long-term recruitment success. Scheduling interviews through NACElink at Purdue system empowers us to assist you in an effective way.

OFFER GUIDELINES

Policy Guidelines for Internship and Full Time Offers

Students need time to make informed decisions when comparing and responding to offers. The best practices among employers with a history of recruitment success at Purdue are to give students most of the fall semester, or at least several weeks, to make informed decisions. This length of time serves to protect employers’ campus reputation and helps make job offer acceptance decisions final. We strongly advise that companies offer reasonable extensions to deadlines when requested so that the student has an opportunity to honor interview and site visit obligations. We appreciate the cooperation employers have shown in the past, and ask for your continued flexibility this year.

Full-time offers to summer interns

We ask that employers who extend an offer for full-time employment to a previous intern allow the student most of the returning semester to respond to that offer, without pressure to respond on an earlier date.

Exploding Offers/Excessive Pressure

Employers are strongly discouraged from making offers with timing-based consequences such as diminishing bonuses or reduced options for location preferences. Furthermore, asking a student if he or she is ready to make a decision on the spot, or asking a student to respond to a hypothetical offer is considered an unacceptable practice. Exploding offers put undue pressure on students and compromises our efforts to enforce our student policy against reneging.

Timely Communication

Employers are expected to keep students informed of hiring timelines and their status in the hiring process and to communicate hiring decisions within an appropriate time frame.

Full Disclosure

Start dates: We ask that employers include a start date when the offer is made or outline a reasonable time frame for providing a start date and initial work location. Employers who anticipate start dates later than a few months after graduation must disclose this to students as part of the interview process. Open communication with the student is encouraged throughout the process.

Basis of compensation: For employers to schedule campus interviews, they must offer bona fide positions and be completely transparent with students on a compensation structure that is based upon partial or full commission. The employer shall disclose it in the job description and give an accurate estimate of expected earnings as well as fees associated with training to be covered by the employee.

Employment contracts: Purdue advises students and alumni to seek legal counsel before entering into any contractual agreement and expects that employers will allow a reasonable period of time for individuals to review any contract and seek advice before signing it.

The Center for Career Opportunities reserves the right to withdraw position postings and remove interview privileges when warranted by questionable recruitment practices or unethical behavior.

Rescinding Employment Offers

The Center for Career Opportunities strongly encourages employers to consider every alternative before revoking an offer of employment. Employers who cannot avoid rescinding or deferring employment are advised to consult with the Center prior to notifying the student(s) affected by this action. Employers’ campus reputation can be salvaged if they demonstrate that they have done everything possible to avoid rescinding offers and offer meaningful assistance mitigating the hardships this action will cause.

RECRUITING ETHICS

Third Party Recruiting

Third parties (employment agencies, contracted consultants, and search firms) may participate in campus interviews provided that they recruit for only one employer, identify that employer and the positions they seek to fill to the Center for Career Opportunities and candidates. The CCO will verify this arrangement with the employer.

Alcohol

Use of alcohol at any time during the recruiting process is inappropriate, on or off campus.

Non-Discrimination

The CCO prohibits discrimination on the basis of race, religion, color, sex, age, national origin or ancestry, genetic information, marital status, parental status, sexual orientation, gender identity and expression, disability, or veteran status as specified by federal, state, and city laws and regulations.

Confidentiality Policy

All materials received from our students (letters, resumes, transcripts, via email or hard copy), should be shared only with those persons at your firm involved in the hiring process. Do not forward emails from students to others inside or outside your organization. Forwarding these messages potentially embarrasses applicants or compromises their current employment.

STUDENT ACCOUNTABILITY

Purdue students are subject to guidelines for ethical conduct in their job search activities. Each time they sign into their myCCO (Nacelink at Purdue) account, students are required to confirm that they agree to abide by the CCO Participation Agreement.

Within the agreement, students are instructed to accept an employment offer in good faith by immediately notifying other employers of their decision. Students are told to withdraw from the interviewing process and no longer pursue positions with other employers. Your support of this policy by respecting a student’s decision when accepting another offer is requested and will be appreciated.

If a student accepts a written offer of employment and later reneges on the acceptance, please notify the CCO Director, Tim Luzader – tluzader@purdue.edu. We recognize the importance of integrity in accepting an offer and want to follow up with the candidates. Students who violate these terms face serious consequences for non-compliance.

Recruiting Guidelines

General Principles

A primary objective of the Center for Career Opportunities (CCO) is to support employers in their efforts to recruit and hire Purdue students. We consider this a partnership effort with a common goal of achieving the best match between the individual student and the employing organization. The CCO will act in accordance with the National Association of Colleges and Employers (NACE) Principles of Professional Conduct for Career Services, and we expect that employers will abide by these principles in their dealings with us, our students and our alumni.

These Principles provide three basic precepts to guide career planning and recruitment:

  1. Maintain an open and free selection of employment and experiential learning opportunities in an atmosphere conducive to objective thought, where job candidates can choose to optimize their talents and meet their personal objectives;
  2. Maintain a recruitment process that is fair and equitable;
  3. Support informed and responsible decision making by candidates.

We have drafted these Guidelines for Recruiting Success in support of our University’s and Center’s effort to provide an open and free environment for selection of students for employment and experiential learning opportunities. We reserve the right to take appropriate and necessary actions to enforce compliance with these guidelines in order to maintain a fair and equitable recruitment process among all employers of Purdue University students.

Please know that we are deeply appreciative of your interest in recruiting Purdue students for the exciting career opportunities that your organization offers them. We look forward to our partnership to help make your recruiting experience a positive, fair and productive one for everyone.

On-Campus Interviews

To request on-campus interview dates, visit this site and log in to “NACElink at Purdue” or click the “New Employer” link and register for NACElink at Purdue. After registering, please select “Create New Schedule Request” under the “Shortcuts” side menu. For assistance, please email hire@purdue.edu or call our Scheduling Assistant at (765) 494-8740.

FIRST ROUND INTERVIEWS/GREETERS

Interview rooms may be reserved for first round interviews. The schedule management features of NACElink at Purdue include promoting your positions, gathering resumes from applicants, and inviting selected candidates to sign up online for interview times. Position descriptions must be attached to all reserved rooms a minimum of four weeks before your interview date. One room may be reserved for greeters if your interview process requires them. Please call to make arrangements.

SECOND ROUND INTERVIEWS

If your recruiting process requires second round interviews, please disclose that when you request rooms. The Center for Career Opportunities may need to limit the number of second round rooms or reserve outside rooms (a fee will apply) during peak recruiting weeks.

The Center for Career Opportunities counsels our students to consider interviews as important business commitments and to cancel interviews only when absolutely necessary and then only when the employer will have an opportunity to fill the vacancy in the schedule. Therefore:

  • Employers scheduling second-round interviews are asked to give a minimum of three (3) full business days’ notice of a second-round interview in an off-campus location so that the student can make necessary arrangements to accept the invitation.
  • Employers should offer alternative dates, without negative consequences, for a second-round interview if the date originally suggested by the employer interferes with a student’s first-round interview on campus, an exam, or another valid appointment.
  • Monday, August 24 – Fall Classes begin
  • Thursday, September 10 – On Campus Career Fairs begin at Purdue
  • Monday, September 21 – Fall On Campus Interviews begin
  • Monday, October 13 and Tuesday, October 13 – October Break
  • Wednesday, November 25 to Saturday, November 28 – Thanksgiving Vacation
  • Monday, December 14 to Saturday, December 19 – Final Exams (students not available for on-campus interviews)
  • Sunday, December 20– Commencement
  • Monday, January 11 – Spring Classes begin
  • Monday, January 18 – Martin Luther King Holiday
  • Monday, January 25 – Spring On Campus Interviews begin
  • Monday, March 14 to Saturday, March 19 – Spring Break
  • Monday, May 2 to Saturday, May 7 – Final Exams (students not available for on-campus interviews)

Utilizing NACElink at Purdue to Schedule Your Interviews

The Center for Career Opportunities (CCO) operates a robust system for employers to schedule interviews with Purdue students. Our NACElink at Purdue system is branded as myCCO to students. Some specific benefits of its use are cited below:

  • Given the convenience of having their interview scheduling and commitments centralized in one location, students have voiced their strong preference that companies schedule interviews through our NACElink at Purdue system.
  • The CCO team works closely with Symplicty, the service provider that powers NACElink at Purdue, to help ensure that system functionality is as comprehensive and navigable as possible.
  • Your CCO employer coordinator and our administrative support staff are available to respond to questions and assist in your interview scheduling efforts.
  • The CCO is positioned to assist companies in recording data relating to your interview visits for reporting and federal compliance purposes.
  • Through NACElink at Purdue, last minute changes to interview times, dates and schedules can be more effectively and easily communicated to students in a timely manner.
  • In the rare event that students are late for interviews or fail to show, the CCO is positioned to take immediate action with students involved in these situations.

For these aforementioned reasons, the CCO strongly discourages companies from scheduling interview rooms only without arranging interviews through our NACElink at Purdue system. Our intention is to work closely with you to help your company experience long-term recruitment success. Scheduling interviews through NACElink at Purdue system empowers us to assist you in an effective way.

OFFER GUIDELINES

Policy Guidelines for Internship and Full Time Offers

Students need time to make informed decisions when comparing and responding to offers. The best practices among employers with a history of recruitment success at Purdue are to give students most of the fall semester, or at least several weeks, to make informed decisions. This length of time serves to protect employers’ campus reputation and helps make job offer acceptance decisions final. We strongly advise that companies offer reasonable extensions to deadlines when requested so that the student has an opportunity to honor interview and site visit obligations. We appreciate the cooperation employers have shown in the past, and ask for your continued flexibility this year.

Full-time offers to summer interns

We ask that employers who extend an offer for full-time employment to a previous intern allow the student most of the returning semester to respond to that offer, without pressure to respond on an earlier date.

Exploding Offers/Excessive Pressure

Employers are strongly discouraged from making offers with timing-based consequences such as diminishing bonuses or reduced options for location preferences. Furthermore, asking a student if he or she is ready to make a decision on the spot, or asking a student to respond to a hypothetical offer is considered an unacceptable practice. Exploding offers put undue pressure on students and compromises our efforts to enforce our student policy against reneging.

Timely Communication

Employers are expected to keep students informed of hiring timelines and their status in the hiring process and to communicate hiring decisions within an appropriate time frame.

Full Disclosure

Start dates: We ask that employers include a start date when the offer is made or outline a reasonable time frame for providing a start date and initial work location. Employers who anticipate start dates later than a few months after graduation must disclose this to students as part of the interview process. Open communication with the student is encouraged throughout the process.

Basis of compensation: For employers to schedule campus interviews, they must offer bona fide positions and be completely transparent with students on a compensation structure that is based upon partial or full commission. The employer shall disclose it in the job description and give an accurate estimate of expected earnings as well as fees associated with training to be covered by the employee.

Employment contracts: Purdue advises students and alumni to seek legal counsel before entering into any contractual agreement and expects that employers will allow a reasonable period of time for individuals to review any contract and seek advice before signing it.

The Center for Career Opportunities reserves the right to withdraw position postings and remove interview privileges when warranted by questionable recruitment practices or unethical behavior.

Rescinding Employment Offers

The Center for Career Opportunities strongly encourages employers to consider every alternative before revoking an offer of employment. Employers who cannot avoid rescinding or deferring employment are advised to consult with the Center prior to notifying the student(s) affected by this action. Employers’ campus reputation can be salvaged if they demonstrate that they have done everything possible to avoid rescinding offers and offer meaningful assistance mitigating the hardships this action will cause.

RECRUITING ETHICS

Third Party Recruiting

Third parties (employment agencies, contracted consultants, and search firms) may participate in campus interviews provided that they recruit for only one employer, identify that employer and the positions they seek to fill to the Center for Career Opportunities and candidates. The CCO will verify this arrangement with the employer.

Alcohol

Use of alcohol at any time during the recruiting process is inappropriate, on or off campus.

Non-Discrimination

The CCO prohibits discrimination on the basis of race, religion, color, sex, age, national origin or ancestry, genetic information, marital status, parental status, sexual orientation, gender identity and expression, disability, or veteran status as specified by federal, state, and city laws and regulations.

Confidentiality Policy

All materials received from our students (letters, resumes, transcripts, via email or hard copy), should be shared only with those persons at your firm involved in the hiring process. Do not forward emails from students to others inside or outside your organization. Forwarding these messages potentially embarrasses applicants or compromises their current employment.

STUDENT ACCOUNTABILITY

Purdue students are subject to guidelines for ethical conduct in their job search activities. Each time they sign into their myCCO (Nacelink at Purdue) account, students are required to confirm that they agree to abide by the CCO Participation Agreement.

Within the agreement, students are instructed to accept an employment offer in good faith by immediately notifying other employers of their decision. Students are told to withdraw from the interviewing process and no longer pursue positions with other employers. Your support of this policy by respecting a student’s decision when accepting another offer is requested and will be appreciated.

If a student accepts a written offer of employment and later reneges on the acceptance, please notify the CCO Director, Tim Luzader – tluzader@purdue.edu. We recognize the importance of integrity in accepting an offer and want to follow up with the candidates. Students who violate these terms face serious consequences for non-compliance.