The Rockwell Career Center adheres to the National Association of Colleges and Employers (NACE) Principles for Professional Conduct. These guidelines address the issues of offer timelines, exploding offers and bonuses, and other aspects of recruiting within the university environment. For more information, please visit the NACE Web site at www.naceweb.org/principles/ or contact your Recruiting Manager.
The policies and guidelines of the recruiting process at the Bauer College of Business were developed in the best interests of our students, faculty, and corporate recruiters. The positive outcome of our recruiting process is enhanced by strict adherence to these policies.
The University of Houston is an equal opportunity, affirmative action educator, and employer.
By registering, I agree that my company is an equal opportunity employer. It is our policy that no citizen of the united states or any other person within the jurisdiction thereof shall, on the grounds of race, color, sex (including sexual harassment), age, disability, veteran status, religion, national origin or sexual orientation, be excluded from participation in, be denied the benefits of, or be subject to discrimination in employment or under any educational program or activity of the university.
In compliance with the Immigration Reform and Control Act, interviews must be made available to all interested students who are authorized to work full-time in the United States for other than practical training purposes, regardless of their citizenship. If United States citizenship is required by your company, please indicate this requirement in the job description for any position for which you are recruiting.
Please be accommodating of a student's class schedule and course load when scheduling callbacks.
If a firm withdraws an offer made to a student for any reason, the recruiting contact is asked to notify the director of Employer Services as soon as possible. Similarly, if a student reneges on an acceptance of employment with a recruiting company, the Director also should be notified so that a thorough review of the situation can be made. The faculty and administration of Bauer consider reneging on acceptances to be unethical behavior.
Companies should book recruiting dates at Bauer no less than 8 weeks prior to the interview date they are targeting. Please see our Campus Recruitment Calendar for Employers for specific dates associated with interviews days.
Only current students/alumni of Bauer/UH may be interviewed in our facility. UH Non-Bauer students may be interviewed though our facility; however, these schedules will be classified as room only requests and the contacting of Non-Bauer students must be coordinated by the employer or in conjunction with the respective UH College Career Centers.
When a company is late to submit their preselect list, and the student deadline to accept or decline that invitation is imminent, the company's yield on those student invitations is reduced, simply because of the short turnaround time between receiving the invitation and having to accept or decline it.
To position both our recruiters and students for success, preselect lists are due back to the Rockwell Career Center eight days after the student resume submission due date. The specific deadline for your company's preselect list can be found on the Bauer Career Gateway website in the Employer Campus Recruitment Calendar. If the Rockwell Career Center does not receive the preselect list or an update from the recruiting partner by the due date, we offer the following options:
If the recruiter does not express a preference, the default option will be to reschedule the on-campus interview date.
Students and employers are expected to prepare for and keep all interview appointments. A student missing an interview is asked to write a letter of apology to the recruiter and their on campus recruiting privileges are suspended until this letter is received and approved by our office.
Students may not be asked to miss class for an interview.
It is important that both the employer and student keep an open line of communication throughout the interview, offer, and evaluation processes. All companies should establish and maintain, at most, a four-week window of communication with candidates throughout the process. For example, if your interview was March 15, please send a follow-up communication no later that April 15, even if the message simply states your process is continuing and that candidates will be notified by an approximate date.
All candidates not selected for further consideration also should receive notification of their final status once the selection process has been concluded.