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.

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;

c) Internship postings should meet the NACE definition and criteria for internships. See “A Position Statement on U.S. Internships: A Definition and Criteria to Assess Opportunities and Determine the Implications for Compensation.”.

• 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.