Recruiting MIT students is an exciting and fruitful process for all involved, and our Employer Relations Team is available to guide you through and facilitate a positive experience. In addition to our recruiting policies and procedures listed below, the following tips and resources will be helpful in learning how to build your brand here at MIT:
- Student Salary and Enrollment Data
- Recruiting Calendar
- Advertise at MIT
- Travel to Campus
- Employer Frequently Asked Questions
Recruiting Policies and Procedures
Employers seeking to recruit MIT students for internships and jobs (through on-campus activities or independent recruiting processes) are expected to follow Equal Employment Opportunity (EEO) guidelines, as indicated by the National Association of Colleges and Employers (NACE) Principles for Employment Professionals. We also expect employers to follow the policies & procedures we have set, which are detailed below.
If an employer foresees a challenge with any of these recruiting expectations, we ask that you contact Employer Relations prior to recruiting at MIT. It is our hope that discussions in advance of recruiting will improve the employer and student experience during the recruitment process.
Offers and Deadlines
Career Services firmly believes that allowing students ample time to make an informed decision about an offer is in the best interest of both students and employers. As such, we have developed the following recruiting deadlines for offers. In addition, we offer programs and services to assist students in their job search, evaluating offers, negotiating job offers and decision making so that they can provide a response to an employer as soon as is possible. We discourage students from making rushed decisions about offers as well as expect them to heed our guidelines for engaging in recruiting. We request that employers be flexible with students in offer deadlines and be open to finding a compromise that will work for both the student and the employer.
|Recruiting Cycle / Semester||Requested Deadlines||Alternative if offer made
after or close to deadline
|Fall Semester||Third Monday in December||Three Weeks|
|Winter Break / Spring Semester||Three Weeks||Three Weeks|
|Recruiting Cycle / Semester||Type of Offer||Requested Deadlines||Alternative if offer made
after or close to deadline
|Fall Semester||Full-time (summer internship conversion)||Third Monday in October||Three Weeks|
|Full-time||Second Monday in November||Three Weeks|
|Winter Break / Spring Semester||Full-time||First Monday of March||Three Weeks|
No special incentive should be held out to induce early acceptance of an offer, nor should a student be subjected to the terms of an exploding offer. The term "exploding offer" is used to indicate a very quick response time, reduction in offer package, or any other practice that puts unreasonable pressure on a student (same-day or next-day second round interviews, abbreviated deadlines for accepting offers, and/or exploding salary bonuses and offers.
This type of offer puts enormous levels of pressure on students to make decisions before they have fully contemplated the commitment to your company. Most students are not ready to make a final decision before completing all their interviews. Furthermore, students with exploding offers often call other employers in an attempt to arrange early interviews, thus inconveniencing other employers. The introduction of an exploding offer may force the student and the employer into a hasty decision that does not allow for a suitable vetting process.
When asking students to come back for second/final round interviews, employers must attempt to accommodate students’ schedules and allow reasonable time if their schedules need to be adjusted. GECD recruiting policies require that students cannot cancel an interview with one employer to attend an interview with another employer. Students will be penalized for missing an interview (with the exception of illness) or cancelling without 24 hours’ notice.
Employers are asked to support students in upholding prior commitments to academics and other previously scheduled interviews. Please observe these guidelines:
- Second-round interviews should be held on Saturdays or at times not in conflict with other employers' first-round campus interviews.
- When non-conflicting or Saturday second-round interviews are not feasible options, the following guidelines must be honored. Employers should extend invitations for campus second-round interviews to students a minimum of 72 hours in advance. Off-campus second-round interviews should be scheduled no sooner than seven days after the student's initial interview.
- It must be clearly communicated to the student at all times that they should feel comfortable speaking up about any scheduling conflicts. Employers must offer alternative dates, without negative consequences, for a second-round interview if the date originally suggested by the employer interferes with a valid conflict.
Full Disclosure of Start Date and Basis of Compensation
Start Dates: All offer letters must include a start date. Candidates who interview with employers on campus expect to start work after graduation and by mid-September at the latest. Employers who anticipate start dates later than September 15 must disclose this information in their job descriptions and when scheduling campus recruiting dates. Employers who knowingly delay employment start dates beyond the terms specified in the offer letter will not be permitted to recruit on campus for at least one year.
Basis of Compensation: For employers to participate in on-campus recruiting, they must offer bona fide positions that do not require new hires to pay a fee for training or other job-related expenses. Employers who compensate employees based solely on commission (i.e. without a base salary as well) must clearly disclose this information in the job description. Employers who compensate employees based on partial commissions must disclose accurate estimates of expected earnings in their job descriptions. They must also present an accurate base salary/expected first-year salary at that time.
Timely Communication: Employers are expected to keep student informed of their status in the hiring process and to communicate hiring decisions within a reasonable time frame.
Interview room reservations are eligible for refund only if both of the following criteria are met:
- Cancellation is no more than 90 days after payment date
- Cancellation is no less than 30 days before the interview date
GECD Career Services is required to follow MIT protocol about inclement weather and emergency closings. Up-to-date information on closing decisions can be found at the MIT homepage, the MIT Emergency Information page, and on the Snow Line (617-253-7669 or 617-253-SNOW).
If your On Campus Interview schedule is cancelled due to MIT closing, the Employer Relations team will work with you to identify potential rescheduling options or provide a refund if you are able to conduct your interviews by phone or video conferencing as an alternative. Employers will be expected to contact their applicants directly about interview cancellations and alternative interview options.
GECD Career Services makes its services available to employers who do not unlawfully discriminate in the selection of employees on the basis of national origin, race, religion, sex, sexual orientation, age, disability, or any other basis prohibited by applicable law.
Campus interviews must be directly scheduled and conducted by the organization's employees, rather than by third party representatives. For a definition of a third-party representative or recruiter, please see NACE's Third-Party Recruiting Policy.
As stipulated in these guidelines, third-party recruiters will not disclose to any employer, including the client-employer, any student information without obtaining prior written consent from the student. Under no circumstances can student information be disclosed other than for the original recruiting purposes nor can it be sold or provided to other entities. Online job posting and resume referral services must prominently display their privacy policies on their web sites, specifying who will have access to student information.
Third-party recruiters who charge students for services will not be permitted to use any GECD services.
Serving alcohol should not be part of the recruitment process. This includes information sessions, presentations done on or off campus, and all events that are company-sponsored during the recruiting process.
Consequences of Unacceptable Recruiting Practices
Students rely on the GECD’s relationship with employers to advise them and insulate them from problematic or unethical practices. To do anything other than honor this commitment would show negligence and complete disregard for the well being of students. If an employer foresees a challenge in being able to adhere to NACE or MIT's recruiting policies they should contact Employer Relations prior to recruiting at MIT. It is our hope that discussions in advance of recruiting will improve the employer and student experience during the recruiting process.
Note that employers knowingly violating NACE or MIT recruiting policies may receive deferred interview dates or be denied access to the recruiting program for the following season. Letters to campus student groups may also be sent with the name of the employer involved and the behavior cited whenever such penalties are imposed.
Use of Social Networking Sites in Selection of Candidates
Recently NACE reported that a significant percentage of employers are using social networking sites such as LinkedIn, Facebook, Twitter, etc. to screen potential candidates. As an employer participating in OCR events, we expect you will provide a clear explanation of your selection process to potential candidates. If you consider the content of a social media profile in evaluating a potential employee, we request that you state this in your job description for any OCR events.
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. Forwarding these materials potentially embarrasses applicants or compromises their current employment; it also creates a negative impression of your organization.