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Policies and Guidelines

McCombs School of Business McCombs School of Business

Policies and Guidelines for Recruiting at McCombs

We request that the members of your organization involved in recruiting with McCombs adhere to our policies and guidelines. Acknowledgement of UT's Equal Employment Opportunity Policy is required to participate in on-campus recruiting.

View the 2014-2015 Recruiting Guidelines PDF

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Found the perfect fit for your company? Make sure that your offer is presented as attractively as possible.

Offer Timelines by Degree

  • BBA >

    BBA

    Fall Recruiting: Offers should remain open for a minimum of three weeks after the date of the written offer.

    Spring Recruiting: Offers made up until April 1 should remain open for a minimum of three weeks after the date of the written offer. After April 1, offers should remain open for a minimum of two weeks after the date of the written offer.

    Internship to Full-time Offers: Full-time employment offers made to students who have recently completed an internship with a company should remain open until the 4th Friday in October (October 24th, 2014) or for three weeks from the date of the written offer, whichever is later.  This deadline also applies to any offers made through summer recruiting (not through an internship).

  • MBA >

    MBA

    Full-time Offers: Full-time offers made in the Fall semester should remain open until December 3 or a minimum of three weeks after the date of the offer, whichever is later. Full-time offers made in the Spring semester before April 1 should remain open for a minimum of three weeks after the date of the written offer. After April 1, offers should remain open for a minimum of two weeks after the date of the written offer

    Internship Offers: Internship offers made before April 1 should remain open until February 20 or a minimum of three weeks after the date of the written offer, whichever is later. After April 1, offers should remain open for a minimum of two weeks after the date of the written offer. Companies that recruit first year MBA students for internships at national and diversity conferences prior to the start date of the spring semester should allow those internship offers to remain open until February 20 in alignment with our internship recruiting timelines.

    Internship to Full-time Offers: Offers made to students who have completed a summer internship with your company should remain open until December 3 or a minimum of three weeks after the date of the written employment offer, whichever is later

  • MPA >

    MPA

    Fall (Full-Time and Internship Recruiting): Offers should remain open until the 1st Friday in December (December 5) or a minimum of three weeks after the date of the written offer, whichever is later.
     
    Spring Internship Recruiting (Public Accounting Calendar Firms Only): Firms will not make internship offers until office visits after final exams in May. Offers for internships must stay open for a minimum of 7 business days or June 5, whichever is later.
     
    Spring Internship and Full-Time Recruiting (All Other Firms): Offers made up until April 1 should remain open for a minimum of three weeks after the date of the written offer. After April 1, offers should remain open for a minimum of two weeks after the date of the written offer.
     
    Internship to Full-time Offers: Employment offers made to students who have recently completed an internship with your company should allow a minimum of three weeks response time beginning the day the written offer is made.
  • MSF >

    MSF

    Fall Recruiting: Offers should remain open for a minimum of three weeks after the date of the written offer.

    Spring Recruiting: Offers made up until April 1 should remain open for a minimum of three weeks after the date of the written offer. After April 1, offers should remain open for a minimum of two weeks after the date of the written offer.

    Internship to Full-time Offers: Employment offers made to students who have recently completed an internship with your company should remain open until the 4th Friday in October (October 24) or for three weeks from the date of the written offer, whichever is later.

  • MSBA >

    MSBA

    Fall Recruiting: Offers should remain open for a minimum of three weeks after the date of the written offer.

    Spring Recruiting: Offers made up until April 1 should remain open for a minimum of three weeks after the date of the written offer. After April 1, offers should remain open for a minimum of two weeks after the date of the written offer.

    Internship to Full-time Offers: Employment offers made to students who have recently completed an internship with your company should remain open until the 4th Friday in October (October 24) or for three weeks from the date of the written offer, whichever is later.

  • MSTC >

    MSTC

    All offers should remain open for a minimum of three weeks from the date of the written offer or until December 3, 2014, whichever is later. Any offers made after April 1, 2015, should remain open for two weeks from the date of the written offer.

Policies and Guidelines Quick-View

  • Making an Offer >

    Making an Offer

    Offers - All offers must be in writing. Written offers are defined as electronic or hard copies The start of the offer timeline is determined by the date on the written offer letter.

    Exploding Offers - McCombs Career Services prohibits "exploding offers." An exploding offer requires a student to accept a job offer within a very short period of time or face having the offer rescinded or base salary diminished. Requiring a verbal acceptance in order to receive a written offer is considered an "exploding offer."

    Employer Accountability - Employers that misrepresent employment opportunities to students will risk losing access or privileges to McCombs Career Services recruiting resources. We strongly discourage any employer from withdrawing offers or altering base compensation. We request that employers notify the appropriate Career Services Office once students have accepted an offer.

    Student Accountability - All acceptances must be in writing. Acceptances may occur in either electronic or hard copy. If a student accepts a written offer of employment and later rescinds on the acceptance, please notify the appropriate program's Career Services Office. Students sign and are expected to abide by our Code of Ethics (see the next tab below). If necessary, McCombs Career Services can facilitate a meeting to determine a mutually agreeable solution when conflicts arise.

  • Student Code of Ethics >

    Student Code of Ethics

    We recognize that recruiting McCombs students on campus is a significant commitment of time and resources. To ensure that McCombs Career Services provides recruiters with the best possible outcomes, we ask our students to commit to the McCombs Career Services Code of Ethics before they are granted access to our recruiting services.

    The policy outlines expectations with respect to recruiting events, interviews, interview cancellations and no-shows, offer acceptances, and reporting requirements (for use in our statistical reports). If you have issues with any of our students on these or other issues, please contact the appropriate program's career services Director (Velma Arney - BBA, Jim Franklin - MPA, Stacey Rudnick - MBA) or appropriate program staff (Renee deLota - MSF Associate Director, Scott Good - MSTC Director of Career Development, Candice Lewis - MSBA Assistant Director) for assistance.

    McCombs Career Services encourages students to coordinate and negotiate with employers to find a reasonable compromise to conflict. If necessary, McCombs Career Services is willing to facilitate a meeting to determine a mutually agreeable solution to any dispute.

    View the McCombs Career Services Student Code of Ethics

    View the McCombs Career Services Unprofessional or Unethical Company Practices

    View the McCombs Career Services Ethics Compliance Process

    View the McCombs Career Services Student Appeals Process

  • On-Campus Soliciting >

    On-Campus Soliciting

    Campus-Wide Recruiting & Solicitation Policies - Activities that are considered on-campus soliciting are prohibited outside of recruiting designated spaces. Working with student groups,representatives, interns or ambassadors to recruit for your company/organization or to promote your opportunities, products or services to UT Austin students on campus is also prohibited.

    Student Ambassador Policy - In accordance with UT System Regent's Rules & Regulations, job and internship postings with the following requirements are ineligible: Positions requiring or asking employees to market products/services on the UT Austin campus.

    Examples include campus brand ambassador and similar positions.

  • UT & NACE Guidelines >

    UT & NACE Guidelines

    UT Austin Policies and Posting Standards - In addition to UT's Equal Employment Opportunity Policy, employers utilizing services, assistance, recruiting, and facilities of The University of Texas at Austin campus career services offices must comply with the UT Career Services Job & Internship Posting Standards. For more information about The University of Texas at Austin employer recruiting policies and guidelines, please refer to the HireTexas website.

    NACE Principles - McCombs Career Services subscribes to the National Association of Colleges and Employers (NACE) Principles for Professional Practice. These guidelines address the issues of offer timelines, exploding offers and bonuses, as well as other aspects of recruiting within the university environment.

BBA Internship Guidelines

All Texas BBA students are required to complete an internship as part of their degree. The internship must last at least six weeks and offer a minimum of 160 hours. Internship positions must be professional and involve work that is relevant to the student’s personal career objectives. Internships during the fall or spring semesters are required to be in the Austin metro area; this is in alignment with The University of Texas at Austin’s 4 year graduation goals.

  • Employer Responsibilities >

    Employer Responsibilities

    Employers must provide the student intern with the name and email address of their immediate supervisor

    Employers must allow interns the opportunity to work a minimum of 160 hours in a six week period to be eligible for course credit

    The student's internship supervisor must report the following through the system generated survey: start date, end date, and total hours worked

  • Intended Outcomes >

    Intended Outcomes

    Opportunities for students to put their academic learning into practice

    Integrated learning about how specific projects relate to larger business goals

    Greater understanding of business processes

    Increased professional skills

    Enhanced ability to recognize preferences and abilities and match them with appropriate career-related choices

  • Internship Definition >

    Internship Definition

    The National Association of Colleges and Employers (NACE) provides the following internship definition and criteria:

    An internship is a form of experiential learning that integrates knowledge and theory learned in the classroom with practical application and skills development in a professional setting. Internships give students the opportunity to gain valuable applied experience and make connections in professional fields they are considering for career paths; and give employers the opportunity to guide and evaluate talent. 

    Please also see the U.S. Department of Labor website.

    Learn more about NACE internship criteria.

  • NACE Seven Criteria for Internships >

    NACE Seven Criteria for Internships

    1. The experience must be an extension of the classroom: a learning experience that provides for applying the knowledge gained in the classroom. It must not be simply to advance the operations of the employer or be the work that a regular employee would routinely perform.

    2. The skills or knowledge learned must be transferable to other employment settings.

    3. The experience has a defined beginning and end, and a job description with desired qualifications.

    4. There are clearly defined learning objectives/goals related to the professional goals of the student’s academic coursework.

    5. There is supervision by a professional with expertise and educational and/or professional background in the field of the experience.

    6. There is routine feedback by the experienced supervisor.

    7. There are resources, equipment, and facilities provided by the host employer that support learning objectives/goals.

  • Non-Eligible Opportunities >

    Non-Eligible Opportunities

    Self-employment

    Work performed in the student's family-owned or family-managed business

    Remote employment (e.g. telecommuting, door-to-door sales; students must work in a professional business setting)

    Participation in a political campaign or lobbying effort (working for a seated public representative is eligible)

  • Academic Credit for Internships >

    Academic Credit for Internships

    Decisions regarding whether or not a student will be able to receive academic credit for an internship are made at the academic departmental level, not at the university level. The student is responsible for initiating the application for academic credit with the academic department.


© 2014 McCombs School of Business, The University of Texas at Austin