Recruiting Policies and Procedures for Employers

Thank you for your interest in employing Barnard students and alumnae and for your participation in our recruiting programs.  We would like to take this opportunity to share with you our policies for recruiting (on and off campus) at Barnard College.

Beyond Barnard has developed a set of policies and guidelines to which all recruiting partners must agree. Your agreement is understood given your participation in any and all (on and/or off campus) recruiting activities and programs at Barnard College.  The shared commitment to these policies and guidelines, by both recruiting partners and the college, provides the foundation for a fair and ethical recruiting process. While it is not possible to outline all of the behaviors and actions that are in conflict with a fair recruiting process, Beyond Barnard asks that you review your company's recruiting actions and ensure that they reflect both the spirit and intent of fairness.

Beyond Barnard makes its programs and activities available to organizations and individuals whose behavior and practices are in accordance with Federal, State and local laws, the College’s established policies, and Principles of Professional Conduct outlined by the National Association of Colleges and Employers (NACE). Below you will find and overview of the policies and procedures that govern the recruitment program at Barnard College.  Please become familiar with them and use them as a reference throughout the year. 



Second Round Interview Policies

Employers are required to provide students with 72 business hours’ notice of a second round interview date, and must accommodate student requests for alternate second-round interview dates if students present a legitimate scheduling conflict (i.e. class, work assignment or previously scheduled interview).

Offer and Acceptance Policies: On-Campus Interviews

Students will have two weeks from the date a written offer letter is received or until the deadlines below, whichever is later.

  • For all offers extended to previous summer interns, students have until October 25, 2019 to make a decision.
  • Students interviewed for all positions during 2019 Fall OCR have until October 25, 2019 to make a decision.
  • Students interviewed for any position during 2020 Spring OCR have until February 21, 2020 to make a decision.

Offer and Acceptance Policies: Job/Internship Postings in Handshake not attached to an OCR Schedule

Students have two weeks from the date a written offer letter is received to make a decision.

Exploding Offers

Prohibited. Sign-on bonuses should be honored whenever the student accepts the offer.


While at Barnard, connecting with and recruiting students is at no-cost to the employer. However, when reserving interview rooms or any other space on-campus. Employers will be charged a fee of $250 for canceling on-campus interview rooms, classrooms, or similar spaces within five business days of their scheduled date.


Alcohol is Prohibited in the Recruitment Process

Barnard has adopted a no alcohol policy at any and all recruiting events whether on or off campus pursuant to the Drug-Free Schools and Communities Act Amendments of 1989.  “Barnard College is committed to creating for its students, faculty, staff [and guests] an environment in which the misuse of alcohol and drugs is minimized, which encourages moderation, safety and individual accountability, and which provides an atmosphere free of coercion and peer pressure to abuse alcohol or use unlawful drugs.”  Learn more about Barnard College’s Drug and Alcohol policy.

In addition, as a member of the National Association of Colleges and Employers (NACE), Barnard also abides by the Principles of Professional Conduct.  The principles document explains why serving alcohol to job candidates is inappropriate and inadvisable.  The principle states, “Serving alcohol should not be part of the recruitment process on or off campus.  This includes receptions, dinners, company tours, etc.”  Failure to abide by this principle will place the employer in violation of the stated policy.  Employers not following the policy can be barred from recruiting at Barnard College.  We invite you to read the Principles of Professional Conduct in its entirety.


Third parties (employment agencies and search firms) may not list openings online and recruit on-campus nor attend career fairs.

Beyond Barnard reserves the right to make a determination of the appropriateness of the positions being offered for the populations it serves.


Employers offering positions that provide compensation that is 100% commission based can offer these positions under the following conditions:

  • The position is for full time employment AND
  • The compensation is clearly disclosed in the position description AND
  • Charge no fees to the candidates


Employers challenged with the decision to rescind or defer employment are asked to carefully review the guidelines and follow the NACE recommendations in the Position Statement on Rescinded and Deferred Employment Offers in January 2010.

The NACE guidelines urge employers to adopt a two-part approach to employment offers under consideration for revocation. The first emphasizes the need for a commitment to high standards in recruiting. The second offers a reasoned approach to dealing with rescinded and deferred offers.

NACE recommends that employers who must revoke a commitment to do everything possible to avoid rescinding offers, to consider alternatives that do not require rescinding employment offers. These may include changes in job responsibilities, salary reduction and/or reduced workweeks, changes in job locale, delayed starting dates, and other reasonable options.

For candidates whose start dates are deferred:

  • Provide services to aid the candidates in securing other employment.
  • Provide financial assistance if the deferral will be longer than three months.
  • Communicate to candidates as soon as possible.
  • Contact BCD.

Stay in communication with candidates and the Career Center regarding start dates. Beyond Barnard staff expects all employers to treat candidates in an ethical manner. We reserve the right to deny access to on-campus recruiting to any employers who we determine have not conducted their recruiting efforts ethically.


All employment professionals participating in our recruiting program are required to work within a framework of professionally accepted recruiting, interviewing and selection techniques as stipulated in the NACE Principles for Professional Practice.


In accordance with its own values and with Federal, State, and City statutes and regulations (   Barnard does not discriminate in admissions, employment, programs, or services on the basis of race, color, creed, national origin, sexual orientation, or disability.

Barnard College is guided by the precept that in no aspect of employment practices or educational programs should there be disparate treatment of persons because of improper considerations of race, creed, color, national origin, religion, age, sex, sexual orientation, or disability. This principle is to be observed in employment of students; in the education of students; and in policies governing any and all recruitment activities and programs.

While Barnard College has long had an express policy against improper discrimination, it is to be understood the policy also explicitly encompasses the goal that faculty, staff and students are to be able to work and study free from harassment by peers, co-workers, students, supervisors or teachers, or guest of the college. Barnard College does not tolerate actions and words that a reasonable person would regard as harassing or coercive.   Appropriate disciplinary action may be taken against those found to have committed harassment.

We ask that all students, alumni, vendors and employers engaged in activities and/or programs through Beyond Barnard read and understand Barnard College’s non-discrimination and harassment policy


Does Your Position Qualify as an Internship?

Whether you are developing an internship program or offering a one-time internship opportunity, you should be aware that The Department of Labor’s Wage and Hour Division developed a six-factor test for determining whether workers are to be considered “interns” or “employees” under the Fair Labor Standards Act (FLSA). The guidelines below will help you determine if the position should be considered an unpaid/credit internship or paid part time job. By following these guidelines you will be sure to be in compliance with the criteria set forth by the FLSA.

  1. The internship, even though it includes actual operation of the facilities of the employer, is similar to that which would be  given in an educational environment.
  2.  The internship experience is for the benefit of the intern.
  3.  The interns do not displace regular employees, but work under close observation.
  4.  The employer that provides the training derives no immediate advantage from the activities of the interns and on occasion  the employer’s operations may actually be impeded.
  5.  The interns are not necessarily entitled to a job at the completion of the internship period.
  6.  The employer and the interns understand that the interns are not entitled to wages for the time spent in internship.

Click here to view Fact Sheet #71: Internship Programs Under the Fair Labor Standards Act published by the U.S. Department of Labor Wage and Hour Division for more details.

Click here to view the Beyond Barnard Employer Unpaid Internship Verification Form.