Resources & Guidelines

  • The following resources were developed to help you navigate recruiting at Darden and ensure an enjoyable recruiting experience:

    The policies below have been developed to provide a fair recruiting process for all students, faculty and corporate recruiters.

    Interview Policies

    Invitations

    You may extend invitations to students who have applied for your job opportunity or who have been identified through our resume book, clubs or personal contacts. Once you’ve chosen your preselects, the employer relations manager (ERM) will notify students of their status. At that point, no invitations can be retracted. If you identify additional candidates to interview, please contact your ERM.

    Interview Eligibility

    Only current Darden students who are eligible to use the Career Development Center may be interviewed in our facility. Any undergraduate or graduate students at the University of Virginia may not be interviewed during your on-Grounds schedule.

    Bidding

    At the start of every academic year, each student receives an equal number of bid points, which are used to compete for open slots on interview schedules. To provide equal opportunities and ensure that interested students are not overlooked, Darden requires that 25% of your schedule be open to our student bidding process. If you interview 10% (on average 33 students) or more of the class, the bidding requirement is waived.

    Alternates

    We ask that you provide multiple alternate invitations for each interview schedule. If your preselected candidates do not accept your invitation, their slots will be filled by alternates you have selected.

    Second-Round Interviews

    If you wish to hold your second-round interviews at Darden, please contact your ERM. It is the company’s responsibility to invite students and manage the schedule for second-round interviews. 

    If you are hosting second-round interviews at another location, please inform both your ERM and the students of the dates and the locations as soon as that information is confirmed. We strongly recommend providing at least one alternate date for students. For a list of potential call back days, please consult the Recruiting Timetable. 

    Reimbursement Policies

    Typically, employers will reimburse students for travel-related expenses for second- and final-round interviews. Students will be advised to divide expenses among recruiting companies when more than one company is visited during their trip.

    Work Authorization

    When recruiting on-Grounds or creating a job posting, the CDC needs information on work authorization requirements in order to ensure that students understand any constraints placed on positions. Darden has a significant number of international students and if work authorization requirements are not specified, open slots on interview schedules are automatically available to both domestic and international students.

    Inclement Weather Policy

    If the University of Virginia activates the inclement weather policy, it may impact the day’s interview schedules. If your recruiters are able to travel to Darden, the CDC will make every effort to conduct interviews on that day. 

    If your recruiters are unable to travel to Darden, we will assist in rescheduling interviews or setting up phone or virtual interviews at the same scheduled time and date. If a student is unable to travel to Grounds due to weather, the company should make alternate arrangements for that student, such as a virtual interview.

    Offer Policies

    Offer Consideration Time

    These offer policies foster an equitable process for all members of the Darden community – including students, alumni and recruiting partners. Darden facilities and services are only provided to employers whose practices are aligned with these policies. Making an offer to a student represents a significant commitment by the employer and the student. To balance the needs of students and recruiters, we have established the following guidelines for offer consideration:

    Second Year Offers:

    • No initial employment interviews or job offers held on- or off- Grounds may occur prior to the first day of on-Grounds recruiting, which is 11 October 2017 (with the exception being summer interns and previously recruited students).
    • Former summer interns are permitted to receive offers before the official start of Second Year recruiting. Former interns will not be prohibited from pursuing other opportunities and will be given until 30 November 2017 or four weeks, whichever is later, to consider full-time offers, unless an alternative time frame is agreed upon by both parties.
    • Students who have participated in a company’s recruiting events in the past may be interviewed for full-time opportunities prior to the first day of on-Grounds recruiting.
    • Students will be given until 30 November 2017 or four weeks, whichever is later, to consider an offer, unless an alternative time frame is agreed upon by both parties.
    • Timelines presented above do not preclude longer periods for considering an offer. The employer and student should keep an open line of communication during the interview and offer process.
    • All students will receive an offer letter. The beginning of the offer period coincides with the date of the offer letter. For Curricular Practical Training (CPT), the offer letter must contain the company name, start and end date, and job title.

    First Year Offers:

    • No initial employment interviews or job offers, whether held on- or off- Grounds, may occur prior to the first day of on-Grounds recruiting, which is 3 January 2018.
    • First Year students will be given until 30 January 2018 or four weeks, whichever is later, to consider an offer, unless an alternative time frame is agreed upon by both parties.
    • Fellowships or scholarships that include the offer of a summer internship will be left open until 30 January 2018.
    • Timelines presented above do not preclude longer periods for considering an offer. The employer and student should keep an open line of communication during the interview and offer process.
    • All students must receive an offer letter. The beginning of the offer period coincides with the date of the offer letter.

    Exploding Offers

    Employers are not to apply undue pressure or unreasonable expectations related to accepting offers. Examples include:

    • Exploding offers
    • Requiring students to respond to verbal (not written) offers
    • Requiring students to respond to offers (whether real or hypothetical) on the spot
    • Changes to offer terms
    • Rescinding an offer

    Withdrawing an Offer

    If an employer must withdraw an offer, contact Casey Floyd immediately at +1-434-243-4400. This is a serious matter that can significantly harm an employer’s reputation and subsequent ability to recruit students. If a student reneges on an acceptance of employment, contact Jeff McNish at +1-434-297-7971. The Darden faculty and administration consider reneging on an accepted offer unethical.

    Exceptions to Recruiting Policies

    International Recruiters

    Due to travel constraints, companies based outside of the United States, Canada or Mexico may interview and make offers to First or Second Year students outside of our regular recruiting calendar.

    Diversity Recruiting Efforts

    Darden recognizes early diversity recruiting initiatives through organizations like Consortium, Toigo and Forte. For companies with substantial scholarship offerings (in excess $25K+), interviews and job offers may occur prior to 3 January 2018. All job offers extended related to these diversity efforts need to be left open until 19 January 2018. To discuss early diversity recruiting more in-depth, contact Casey Floyd.

    When Policies Are Not Honored

    Unwillingness to promote and foster Darden's equitable process may result in:

    • Damaged brand perception among Darden students
    • Loss of priority for scheduling interviews and/or recruiting activities
    • Revocation of on-Grounds recruiting privileges for up to five years (including use of UVA facilities and interaction with student clubs/CDC provided services)

    Business Policies

    Darden Alcohol Policy

    All events held on Grounds and will have alcohol, must purchase alcohol through the Abbott Center. Externally purchased alcohol is not allowed on the premises. Please read the Darden School Alcohol Policy for Student Events.

    Grade Disclosure

    Darden’s grading process does not incorporate a class ranking or grade point average. If you require transcripts, please contact the student.

    CLASS ATTENDANCE POLICY

    Students cannot miss class or other academic commitments for interviews, recruiting events or travel related to those events. Missing class will impact a student’s grades.Employers cannot require a student to interview at a time that conflicts with his or her individual academic schedule as a condition of his/her employment candidacy. 

    Policy on Nondiscrimination

    Darden makes its facilities and services available only to employers who do not discriminate on the basis of race, ethnicity, religion, sex, sexual orientation, marital status, age, national origin, military service or disability. Any employer who makes use of UVA’s Career Development Center facilities to interview students agrees to meet in good faith with any student who has been scheduled for an interview and who meets the employer’s legitimate employment qualifications. The Immigration and Nationality Act prohibits citizenship status and national origin discrimination with respect to hiring and recruitment. Please read the U.S. Department of Justice "Best Practices for Online Job Postings" for guidelines and more information.

    Policy on Discriminatory Harassment

    The University of Virginia is committed to providing a working and learning environment free from unlawful discrimination and harassment. Consistent with this commitment and with applicable federal, state and local laws, it is the policy of UVA, as both an educational institution and an employer, to prohibit unlawful discrimination and harassment and to provide faculty, students and staff who believe that they may be the victims of either with mechanisms for seeking redress. We recommend that all students, alumni, vendors and employers who are engaged in activities with the Career Development Center review University of Virginia Policy on Discriminatory Harassment.

    Family Educational Rights & Privacy

    Please read the Family Educational Rights and Privacy Act (FERPA) to understand these important regulations and guidelines.

    Darden's Company Giveaway Policy

    In support of Darden’s vision to be a zero-waste, carbon-neutral enterprise by 2020, we are no longer accepting shipments of company products. Thank you for helping to support our vision to be a zero-waste, carbon-neutral enterprise by 2020!

    National Association of Colleges and Employers

    Our policies were developed using the National Association of Colleges and Employers (NACE) Principles for Professional Practice. These policies aim to provide a fair recruiting process for all students, faculty and recruiters, balance the needs of students and recruiters, and honor the significant commitment of employers making offers to students.

    Any disclosure of student information outside of the educational institution will be with prior consent of the student unless health and/or safety considerations necessitate the dissemination of such information. Career services professionals will exercise sound judgement and fairness in maintaining the confidentiality of student information, regardless of the source, including written records, reports and computer data bases.

    Any company that recruits at Darden must follow these policies. Please share them with anyone at your company who is involved in the recruiting process. Read the full list of NACE's principles here.