On-Campus Recruiting Fees and Policies 2009-2010
The On-Campus Recruiting Program has several policies in place to facilitate the interaction between employers and students during the recruitment process. These policies benefit employers as well as students, helping to maintain fairness as employers compete for student talent. Policies include:
- Fee Structure and Payment Policy
- Interview Cancellation Policy
- On-Campus Interview Policy
- Second Round Interview Policy
- Job Offer Policy
- Email Policy
- Harvard University Non-Discrimination Policy
Please remember that employers who violate any aspect of the On-Campus Recruiting Policies will be subject to penalties, including possible suspension from the On-Campus Recruiting Program.
1. Fee Structure and Payment Policy
A.
For-profit employers will be charged as follows:
• $100 processing fee for each job posting
• $50 scheduling fee for each interview room
B.
Non-profit employers will not be charged for On-Campus Recruiting.
C. All On-Campus Recruiting fees must be paid in full by credit card (Mastercard/Visa Only) at the time of the request.
2. Interview Cancellations
A. Schedule cancellations
must be processed PRIOR to the Employer Preselect Date. Late cancellations violate the integrity of the program and employers will be subject to penalties.
B.
We are unable to offer refunds for canceled reservations, so please try not to book more rooms than needed.
3. On-Campus Interview Policy
A. Students must apply and submit materials to your position(s) through our online system, Crimson Careers (powered by NACELink/Symplicity), to be eligible to interview with you when you visit Harvard.
B. If there are sutdents who you wish to interview who have not submitted an application through our Crimson Careers OCR system must do so in order to interview at our facility during you on-campus visit.
Back to top
4. Second Round Interview Policy
Students who cancel a first round interview to attend a second round interview are subject to suspension from the On-Campus Recruiting Program. Every effort should be made to accommodate candidates’ class and interview schedules. The following are the
minimum considerations that must be made when arranging second round interviews with candidates.
Employers who violate the Second Round Interview Policy will be subject to penalties which may include suspension from On-Campus Recruiting or denial of May registration privileges for future recruiting cycles. This may affect existing and/or future reservations.
| FALL 2nd Round Policy |
Date |
| NO 2nd Rounds outside the Cambridge Area |
September 25- October 2, 2009 |
| Employers MUST give at least 72-hour notice to interview outside the Cambridge Area |
After Wednesday, October 2, 2009 |
| SPRING 2nd Round Policy |
Date |
| NO 2nd Rounds outside the Cambridge Area |
January 29 - February 5, 2010 |
| Employers MUST give at least 72-hour notice to interview outside the Cambridge Area |
After February 5, 2010 |
Employers who violate the Second Round Interview Policy will be subject to penalties which may include suspension from On-Campus Recruiting or denial of May registration privileges for future recruiting cycles. This may affect existing and/or future reservations.
Back to top
5. Job Offer Policy
Harvard’s conviction is that in order for students to make effective decisions, they must have the opportunity to explore all of the options open to them. A student who makes a hasty or ill-considered decision regarding employment precludes his or her exploration of these options, which in turn can lead to reneging on job offers. All companies participating in the On-Campus Recruiting Program (which includes all interviews with students who have applied through Crimson Careers) must, at
minimum, employ the following policies.
Employers who violate Job Offer Policy will be subject to penalties which may include suspension from On-Campus Recruiting. This may affect existing and/or future reservations.
2009-2010 Full Time Hiring Timetable
| Date of Offer: |
Deadline |
| Offers Resulting from Previous Summer Internship |
Friday, November 13, 2009 |
Fall Recruiting Season (Sept 25, 2009- Nov 6, 2009) |
Friday, December 11, 2009 or 3 weeks from Date of Offer (whichever comes LATER) |
| Spring Full-Time Recruiting Season (Jan 25, 2010 - Mar 11, 2010) |
Friday, March 5, 2010 or 3 weeks from Date of Offer (whichever comes LATER) |
2009-2010 Internship Hiring Timetable
| Date of Offer:. |
Deadline |
| Offers Resulting from Previous Summer Internship |
Friday, March 5, 2010 |
| Spring Internship Recruiting Season (Jan 25, 2010 - Mar 11, 2010) |
Friday, March 5, 2010 or 3 weeks from Date of Offer (whichever comes LATER) |
No Exploding Offers
We expect employers to
honor all offers made to students and that no conditions will be placed on the offer (e.g., "We have 10 offers outstanding for 8 openings and will accept the first 8 students who get back to us," etc.).
No incentive (e.g., “We will provide a $5,000 bonus if you sign today,” etc.) may be offered to induce students to accept offers early.
Employers who violate this policy may be denied access to the On-Campus Recruiting Program for up to one year.
Expectation of Written Offers
All employers should extend offers in writing and be prepared to exhibit written offers to the On-Campus Recruiting Office. Please examine the contract you ask students to sign very carefully. Employers who rescind or alter contract conditions after both parties have signed will be subject to penalties which may include suspension from On-Campus Recruiting.
Back to top
6. Email Policy
Harvard University does not permit blanketing students with emails. Messages must not misrepresent the identity of the sender and should not be sent as chain letters or "broadcast" indiscriminately to large numbers of individuals. Only those students who have given your organization their email address should be solicited.
7. Harvard University Non-Discrimination Policy
Harvard University is committed to selecting faculty and staff without discrimination against individuals on the basis of race, color, sex, sexual orientation, gender identity, religion, creed, national origin, age, veteran status, or disability unrelated to job requirements. The President and Fellows of Harvard College urge all persons within the University involved in recruitment, hiring and promotions to exert their best efforts to achieve the three-year goals set forth in the current affirmative action plan. The President and Fellows call upon every member of the University to engage wholeheartedly in the effort to ensure a wholly nondiscriminatory process of recruiting, hiring, and promoting women, members of minority groups, qualified handicapped individuals and disabled and Vietnam-era veterans at all levels of employment throughout the University. Harvard also expects that outside agencies with whom it contracts will comply with all applicable anti-discrimination laws. We expect that all employers will act in compliance with this non-discrimination policy.
Back to top
Please remember that any employer found to be in violation of these Policies will be subject to penalties which may include suspension from the On-Campus Recruiting Program.
