Recruiting on Campus

On-campus interviews: Pre-select student candidates for a day or more of on-campus or virtual interviewing.

On-campus information sessions and tables: Provide students with details about your organization and the positions you seek to fill. Please submit your request at least two weeks in advance to schedule an event.

Schedule an Event

• To request an on-campus event, please login to Handshake. 
• All organizations that engage with our students agree to adhere to Middlebury’s Recruiting Policies.  
• For further questions, please email us at recruiting@middlebury.edu.

2024-2025 Recruiting Calendar 

Plan your campus recruitment efforts with our key academic dates. Below, you’ll find term start dates, recesses, major campus events, and religious holidays that will impact your scheduling.  

Term Start Dates

• Fall Term: September 9, 2024
• Winter Term: January 6, 2025
• Spring Term: February 10, 2025

Fall 2024 Blackout Dates 

• September 9: Fall Term Classes Begin
• September 19-21: Clifford Symposium
• September 27-29: Fall Family Weekend
• October 2-4: Rosh Hashanah
• October 11: Midterm Recess
• October 11: Yom Kippur begins in the evening
• October 12: Yom Kippur
• October 18-20: Homecoming
• November 22-December 1: Thanksgiving Recess
• December 9: Fall Term Classes End
• December 11-16: Final Exam Period
• December 16-January 5: Winter Recess

Winter 2025 Blackout Dates

• January 6: Winter Term Classes Begin
• January 20: Martin Luther King Day
• January 31: Winter Term Classes End
• February 1-9: February Recess 

Spring 2025 Blackout Dates

• February 10: Spring Term Classes Begin
• February 14-15: Winter Carnival
• March 14-23: Spring Term Recess
• April 11: Spring Student Symposium
• May 12: Spring Term Classes End
• May 15-20: Final Exam Period 

By keeping these dates in mind, you can maximize your recruitment efforts while respecting our campus community’s schedule.

Tips For Structuring Your Information Session

• Remember your audience consists of students, not clients. Avoid use of industry jargon; speak in layman’s terms that all students can easily understand.
• Keep your formal presentation relatively brief, no longer than 30 minutes. Allow students at least 15 minutes to ask questions.
• Middlebury students like to hear from representatives with whom they can identify. If possible, have Middlebury alumni participate in your presentations. Include representatives from diverse backgrounds. Make your presentation collaborative and inclusive.
• Describe a typical day/week on the job. Be specific about how time is spent.
  • How long is a typical day/week? (e.g. 50-hour or 80-hour week)
  • What percentage of time is spent working in a team environment versus independently?
  • How many days per week are spent traveling/in the field?
• Describe specific tasks performed on the job that illustrate the skills/qualifications you are seeking in a candidate. How much autonomy/responsibility will a graduate have in their first year.
• Describe your training and orientation program. How long will a student spend in training?
• Describe the culture of your organization. Do staff tend to socialize together after hours? Are there regular staff or community events (e.g. do staff donate time/other resources for community/non-profit work)?
• What are typical career paths inside and outside your organization (including timing) for new hires? What percentage of your new hires move on after two years to attend business/other graduate schools?
• Describe what students should expect in an interview with your organization. Describe what the next steps might entail.
• Provide a list of Middlebury alumni in your organization who are willing to answer questions. Include each of their email addresses, year of graduation, major and current title/responsibilities.
• Provide a list of online resources and print publications that will enable students to learn more about your industry and any relevant terminology

Reminder: All information sessions should not exceed one hour in length in respect of student’s academic schedules.

Plan Your Visit

We are excited to host you on campus. Below are useful resources that can help in planning your visit.

Travel

• Directions to Middlebury
• Campus Map
• Visitor Parking
• Lodging and Dining

Catering

Interested in providing food at your on-campus event? We provide the highest quality products and services for events of all sizes and complexity.

• On-Campus Catering Options
• Approved Non-College Catering Options

Recruiting Policies

Middlebury’s policy prohibiting discrimination “in admission or access to its educational or extracurricular programs, activities, facilities, on the basis of race, color, ethnicity, national origin, religion, sex, sexual orientation, gender identity and expression, age, marital status, place of birth, service in the armed forces of the United States, or against qualified individuals with disabilities on the basis of disability” extends to include employers who recruit with Middlebury College. 

As a result, all employers who recruit with Middlebury must cooperate with the recruiting policies and procedures of the Center for Careers and Internships, including certification of EEO compliance as well as compliance with all federal and state employment regulations. This agreement certifies that the opportunities employers offer are available to all qualified Middlebury students. If an employer is unable to comply with this agreement, we allow them to recruit only on the condition that they hold an open meeting, at which they must provide information on their organization’s recruitment practices and explain their specific policies.

We encourage you to stay up to date on best practices in talent acquisition and recommend reviewing information provided by the National Association of Colleges and Employers (NACE) [Link]

Please ensure that your campus representatives have read and conform to Middlebury’s recruiting policy.

Expectations of Employers

a) All postings should adhere to EEO compliance standards;

b) Job and internship postings should be suitable and appropriate for candidates from this institution;

• Employer representatives will have knowledge of the recruitment and career development field as well as the industry and the employing organization that they represent, and work within a framework of professionally accepted recruiting, interviewing, and selection techniques.
   
• Employers will provide accurate information on their organization and employment opportunities. Employing organizations are responsible for information supplied and commitments made by their representatives. If conditions change and require the employing organization to revoke its commitment, the employing organization will pursue a course of action for the affected candidate that is fair and equitable.
   
• Employers will refrain from any practice that improperly influences and affects acceptances. Such practices may include undue time pressure for acceptance of offers and encouragement of revocation of another offer.
   
• Employers will strive to communicate decisions to candidates within the agreed-upon time frame. Regarding full-time and internship offers made during the fall and spring: We believe that it is in the best interest of both the employer and the student to allow students a reasonable amount of time to come to a decision about an offer; we recommend two weeks from the date of a written offer’s receipt or two weeks from the completion date of an internship, whichever comes later. However, if an accelerated decision timeline will be used, we ask that employers include this notification in the job posting to alert students that they should be prepared to decide in a shorter time frame.
   
• Employers will not expect, or seek to extract, special favors or treatment which would influence the recruitment process as a result of support, or the level of support, to the educational institution or Center for Careers & Internships in the form of contributed services, gifts, or other financial support.
   
• Serving alcohol should not be part of the recruitment process on or off campus. This includes receptions, dinners, company tours, etc.
   
• Employers will maintain equal employment opportunity (EEO) compliance and follow affirmative action principles in recruiting activities in a manner that includes the following:
  • Recruiting, interviewing, and hiring individuals without regard to race, color, national origin, religion, age, gender, sexual orientation, veteran status, or disability, and providing reasonable accommodations upon request;
  • Reviewing selection criteria for adverse impact based upon the student’s race, color, national origin, religion, age, gender, sexual orientation, veteran status, or disability;
  • Compliance with the anti-discrimination provision of the Immigration and Naturalization Act which prohibits any posting any job requirement or criterion in connection with a job posting that discriminates on the basis of citizenship status or national origin;
  • Avoiding questions that are considered unacceptable by EEO guidelines for fair employment practices during the recruiting process;
  • Developing a sensitivity to, and awareness of, cultural differences and the diversity of the workforce;
  • Informing campus constituencies of special activities that have been developed to achieve the employer’s affirmative action goals;
  • Investigating complaints forwarded by the Center for Careers and Internships regarding EEO noncompliance and seeking resolution of such complaints.
     
• Employers will maintain the confidentiality of student information, regardless of the source, including personal knowledge, written records/reports, and computer databases. There will 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.
   
• Those engaged in administering, evaluating, and interpreting assessment tools, employment screening tests, and technology used in selection will be trained and qualified to do so. Employers must advise the Center for Careers and Internships of any test/assessment conducted on campus and eliminate such a test/assessment if it violates campus policies or fair employment practices. Employers must advise students in a timely fashion of the type and purpose of any test that students will be required to take as part of the recruitment process and to whom the results will be disclosed. All tests/assessments will be reviewed by the employing organization for disparate impact and position-relatedness.
   
• When using organizations that provide recruiting services for a fee, employers will respond to inquiries by the Center for Careers and Internships regarding this relationship and the positions the organization was contracted to fill. This principle applies equally to any other form of recruiting that is used as a substitute for the traditional employer/student interaction. These principles apply to organizations providing such services.
   
• When employers conduct recruitment activities through student associations or academic departments, such activities will be conducted in accordance with the policies of the Center for Careers and Internships.
   
• Employers will only post opportunities that require college-educated candidates, in a manner that includes the following:
  • Employers will honor scheduling arrangements and recruitment commitments.
  • Employers recruiting for international operations will do so according to EEO and U.S. labor law standards. Employers will advise the Center for Careers and Internships and students of the realities of working in the foreign country and of any cultural or employment law differences.
  • Employers will educate and encourage acceptance of these principles throughout their employing institution and by third parties representing their employing organization on campus, and will respond to reports of noncompliance.