Recruiting Policies

Terms & Conditions Employer Eligibility

Employers may only recruit on-campus for existing job vacancies or those which will exist by the time a candidate is available for employment. Campus interviews must be directly scheduled and conducted by the organizations’ employees, rather than by 3rd party representatives. Employers who recruit at UC Davis must adhere to Equal Employment Opportunity (EEO) guidelines and the NACE Principles for Professional Conduct.

Basis of Compensation

To schedule on campus interviews, employers must be offering bona fide positions that are salaried and that do not require new hires to pay a fee for training or other job-related expenses. Employers who compensate employees based on a partial commission must give an accurate estimate of expected earnings.

Offer and Acceptance Policies

Exploding Offers/Excessive Pressure

Employers should not make offers or pressure students to accept “early” offers, including those requiring a quick response time. Employment professionals will refrain from any practice that improperly influences and affects acceptances. These may include undue time pressure for acceptance of offers, diminishing bonuses, reduced options for location preferences and encouragement of revocation of another offer. Employment professionals will strive to communicate decisions to candidates within the agreed upon time frame.

Equal Employment Opportunity/Nondiscrimination

The UC Davis Internship and Career Center does not make its interviewing facilities and job listing services available to employers who unlawfully discriminate in the selection of employees on the basis of race, color, national origin, religion, sex, gender identity, pregnancy (including pregnancy, childbirth, and medical conditions related to pregnancy or childbirth), disability, age, medical condition, ancestry, marital status, citizenship, sexual orientation, or status as a Vietnam-era veteran or special disabled veteran. The University also prohibits sexual harassment. Employers must comply with the Americans with Disabilities Act.