Employers

Georgia Tech Savannah's Career Services is committed to working in the best interest of our students and employers. We have established employer guidelines to assist you in making on-campus recruiting a professional, fair and ethical experience. We encourage organizations and their recruiters to help us create an equitable and successful recruiting program by acting in agreement with the following guidelines.

Employers who recruit, post jobs, attend career fairs, or host information sessions or presentations at Georgia Tech must adhere to Equal Employment Opportunity (EEO) guidelines, the National Association of Colleges and Employers (NACE) Principles for Employment Professionals, as well as Georgia Tech guidelines.

Extending Offers:
Campus Recruiting Offer Policy

The intention of the campus recruiting offer policy at Georgia Tech Savannah is to allow students ample time to carefully consider all of their employment options and to make informed decisions about their employment after graduation. We provide career related counseling and workshops to our students that assist them in their job search process and helps them to evaluate and negotiate job offers. We discourage them from hasty decisions that may lead to reneging on a job offer, which we strongly discourage.

The National Association of Colleges and Employers (NACE) suggest that a minimum of three weeks should be given to a candidate to consider your offer. During this time, a candidate should research and evaluate the offer and may consult with the Career Services staff to help make a well-informed decision. Please be available to provide additional information to candidates as needed.

According to NACE Principles for Professional Conduct, “the best employment decisions … are those that are made with the greatest amount of information. Students given sufficient time to gather thorough information related to available job opportunities are more likely to make good long-term employment decisions and less likely to renege on job acceptances."

NACE, along with the GT Career Services recognizes the need to accept or reject offers in a timely manner. Our students interview up to the end of each recruiting season and most of them make their decisions on accepting/declining offers after the recruiting season ends. We encourage all employers to keep their job offers open until the end of the recruiting season to allow students to thoroughly explore their options.

Exploding Offers

We strongly discourage employers who put pressure on students to accept offers within a very short time period or attach bonuses that “explode” if an offer is not immediately accepted. This method of recruiting students does not benefit the employer and contributes to an ineffective and stressful experience for our students. Please respect the commitment that students have for their academics as well as other previously scheduled interviews and refrain from such recruiting tactics.

Alcohol Policy

The GT Career Services Center adheres to the NACE policy, which states that serving alcohol should not be a part of the recruitment process. Therefore, all recruiting activity, including all information sessions, should be alcohol-free.

Nondiscrimination Policy

The Georgia Institute of Technology is committed to affirmative implementation of equal employment opportunity in education and employment. The Institute does not discriminate against individuals on the basis of race, color, religion, sex, national origin, age, disability, sexual orientation, or veteran status in the administration of admissions policies, educational policies, employment policies, or any other Institute governed programs and activities. The Institute’s non-discrimination policy applies to every member of the institute community. Therefore, Career Services will make its facilities available only to recruiting organizations whose practices are consistent with this policy.

Maintain Confidentiality

Employment professionals will maintain the confidentiality of student information, regardless of the source, including personal knowledge, written records/reports, and computer databases. There should be no disclosure of student information to another organization without the prior written consent of the student, unless necessitated by health and/or safety considerations.

Use of Assessment Tools and Tests

Those engaged in administering, evaluating, and interpreting assessment tools, tests, and technology used in selection should be trained and qualified to do so. Employment professionals must advise students/alumni in a timely fashion of the type and purpose of any test that students/alumni will be required to take as part of the recruitment process and to whom the test results will be disclosed. All tests should be reviewed by the employing organization for disparate impact and job-relatedness.

Third-party Recruiting Agency Policy

If you are a third-party recruiter posting a job for a client, it will be necessary to disclose the client name for whom you are recruiting in the job description box on CareerBuzz. All job posting requests from third-party recruiters without the client name will receive an email requesting that information. If an update to the job posting is not made within 48 hours of receiving the email request, then the job positing will be deleted from the system.

Third-party recruiters are eligible to participate in the Career Fair ONLY IF they are recruiting for their own respective organization OR they explicitly state the company they are representing at the time of registration and during the fair. The recruiting complexities that exist for a third-party recruiter far surpass those of a typical employer. Therefore, GT Career Services reserves the right to deny access and participation to any third-party employer.

Temporary Agencies or Staffing Services

Temporary agencies or staffing services are employers, not third-party recruiters, and will be expected to comply with the professional conduct principles set forth for employer professionals.

Career Services policy when working with other GT departments

When employment professionals conduct recruitment activities through student associations or academic departments, such activities should also be conducted in accordance with the Career Services Center guidelines.

Cancellation/No-Show Policy

If it is necessary to cancel an interview reservation, please do so as far in advance as possible. Interview rooms are in high demand and your early cancellation will give other employers an opportunity to meet with GT students. It is critical for employers who cancel their scheduled interview dates to contact all students who were invited to interview prior to the day the interview was scheduled.

Cancellation Fees

If you honor your campus interview reservation, the use of private interview rooms during your campus visit is complimentary.
If your cancellation is more than 2 business days prior to your interview date and you contact all students who were invited to interview, there is no penalty or cancellation fee. Effective September 1, 2010: If your cancellation is made less than 2 business days prior to the interview date, a cancellation fee of $100 will be assessed.

Changes in Interview Schedules

Any changes you wish to make to your schedule should be coordinated through GTS Career Services. Please contact Kristy Reeves at (912) 966-6765.