From job postings to job offers, the CCD is here to ensure a smooth recruiting process for students and employers alike! Before you start recruiting Rice talent, please review these recruiting policies and best practices.
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Recruiting Policies
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Please read the following Rice University Recruiting Policies carefully. Contact us at ccd@rice.edu if you have questions or need more information about any of the following policies.
Thank you for your interest in recruiting at Rice University. As a member of the National Association of Colleges and Employers (NACE), we adhere to the Professional Standards for Colleges and University Career Services and recognize that employers are vital partners in the educational process. In addition to the NACE standards, we have crafted these policies mindful of our mission to allow our students the time needed to educate themselves about career opportunities, to connect with employers directly and through virtual means, and to be empowered to make informed decisions.
Outlined below are policies and expectations to recruit at Rice University. These policies are designed to best support both students of Rice University and our employer partners to create the best recruiting experience possible. By recruiting at Rice University, you are agreeing to abide by these policies and expectations.
Career Management Platform
The CCD utilizes the career management platform 12twenty for all job postings and on-campus recruiting events, including career expos, information sessions, interviews, and coffee chats. All on-campus recruiting and jobs must be posted through 12twenty, which are then reviewed and approved by the Center for Career Development (CCD). The Center for Career Development may review job descriptions posted by any employer for appropriateness and content, and reserves the right to remove any job postings and descriptions without notice or explanation to the employer. The CCD does not post positions on 12twenty that are commission-only or commission-based, require students to work in a residential home (babysitting, tutoring, etc.), or require any upfront costs. Third-party recruiters must disclose the company they are representing if they post their job position on 12twenty.
The CCD reserves the right to decline or disable an employer account at any time that has recurring negative employee reviews posted online.
Employer and Recruiting Events
All employer events must be reported to the Rice Center for Career Development prior to the event date. This includes virtual events and events in the greater Houston area (events with student groups, alumni events where students are invited, events at local restaurants, etc.). Employers, student organizations or other departments should keep the CCD’s Employer Engagement team informed of all on-campus and off-campus marketing, outreach, and programming involving Rice students. This is the best way to optimize your marketing strategy, avoid schedule conflicts, and equitably promote your opportunities at Rice. Employers, student organizations, and other departments must report events to the CCD team at ccd@rice.edu, two weeks prior to the event date whenever possible.
Offer Policy
The CCD strives to serve both students and employers, and we work to find the best solution possible for employer recruiting needs. We recognize that employers have certain constraints in the flexibility they have to accommodate student needs, but we ask employers to refrain from presenting exploding offers, which exert undue pressure on students by requiring a decision within unreasonable time limits (less than two weeks) or time-sensitive penalties.
Experience shows the best employment decisions for both students and employers are those that are made without pressure and with the greatest amount of information. Students given sufficient time to attend career fairs, participate in on-campus interviews, and/or complete the interviewing in which they are currently engaged are more likely to make good long-term employment decisions and may be less likely to renege on job acceptances. We want you to hire the best candidates for your organization, and we want each of our students to obtain the best opportunity for them. For these reasons and to maintain consistency with peer institutions, our job offer policy for organizations participating in campus recruitment is as follows:
Former Summer Interns: Decision date of October 15 or minimum of two weeks (whichever is later). Fall Recruiting: Decision date of October 15 or minimum of two weeks (whichever is later). Spring Recruiting: Decision date of February 20 or minimum of two weeks (whichever is later).Consequences
The CCD reserves the right to enact consequences for violations of any of these policies. Violations and their consequences will be reviewed on a case-by-case basis. Consequences include loss of access to 12twenty, loss of support for on-campus recruiting, and flagging employers for violations.
We understand certain industries require an accelerated timeline; however, we encourage employers to the best of their ability to give students ample time to evaluate their options and commit to a decision that will serve them best. Most employers have been very understanding and willing to give students the time they need. We appreciate your cooperation in the past, and ask for your flexibility in the future to provide the best possible outcomes for students.
Cancellation
We ask that any employers who cancel any on-campus recruiting activity, including coffee chats, information sessions, and interviews, please let our team know at least 3 business days prior to your session.
Reporting Offers & Hires
Employers that utilize CCD services are expected to report hiring statistics for Rice students. Information provided by employers will be reported in aggregate form only.
Discrimination
The CCD makes its interviewing facilities and position-listing services available to employers who do not unlawfully discriminate in the selection of candidates on the basis of national origin, race, religion, gender, sexual orientation, age, disability, or any other basis prohibited by applicable law.
Because Rice has the privilege of educating outstanding individuals of varying backgrounds, employers may encounter an international student on their interview schedule. U.S. laws and regulations require certain treatment of international students. Screening candidates based on citizenship or national origin is prohibited.
Any employer who makes use of University facilities or services must agree to abide by this policy. If interviewing students, employers must speak to student interviewees in good faith and to refrain from questioning students regarding the above protected classifications.
Alcohol
The Center for Career Development (CCD) adheres to the National Association of Colleges and Employers (NACE) policy on recruiting that requires all recruiting activity (including all presentations, interview sessions, and employer-sponsored events on- or off-campus) to be alcohol-free.
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Best Practices
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If you're new to recruiting at Rice or looking to enhance your recruiting efforts at Rice talent, please review these best practices for recruiting at Rice University.
Build your Brand & Understand Campus Culture: It's important to understand that your recruiting strategy at Rice will look different than your strategy for larger schools, and your events will have fewer students. It takes time for employers new to campus recruiting to build a brand and talent pipeline from our campus. Building relationships with the Center for Career Development and student groups is recommended to make your company a top choice for Rice students. Read more about Rice Owls here.
Engage with Clubs & Organizations: Rice has more than 300 student clubs. While the Center for Career Development shares your opportunities and events with these organizations, students at Rice are eager to connect directly with employers. You can search student clubs on OwlNest. Please note that you must keep the CCD informed of your programming and events with Rice student clubs.
Connect Strategically & Genuinely: Host action-oriented programming so students get to know your company beyond what they can find online. Our students seek challenging work that makes an impact and want to hear what they will be working on from you. Consider dynamic programming such as alumni panels, case competitions, and simulations.
Focus on the Skills: Focusing on key skills rather than major qualifications in your recruiting will increase your prospective candidate pool. Capture students' attention in your outreach and job postings with descriptive language, allowing them to picture themselves working for your company.
Leverage Rice Alumni: If possible, we always recommend engaging Rice alumni in your organization to assist in your campus recruiting efforts. The companies with the strongest Rice talent pipelines consistently bring alumni back to campus to talk about their great experiences working there.