As a member of the National Association of Colleges and Employers (NACE), the Office of Career Services and Student Engagement (CSSE) of Mills College, including the Lokey School of Business, adhere to the NACE Principles for Career Services and Employment Professionals. All employers who wish to partner with us will be expected to review and follow all NACE principles. To promote professionalism and ensure a positive experience for our students, alumnae/i, and employer partners, and to clarify areas of unique concern, we have adopted supplemental Recruiting Policies that represent our profession’s standards and best practices. The following policies apply to all employment organizations participating in the formal recruiting activities at Mills College including on-campus interviews, resume collections/referrals, information sessions, and career/job fairs.
Mills College does not discriminate on the basis of race, color, marital status, age, religious creed, national origin, ancestry, sexual orientation, gender identity, gender expression, or disability (in accordance with the Americans with Disabilities Act, 1973 Rehabilitation Act Section 504, and implementing regulations) in its admission policies, scholarship and loan programs, or in the educational programs or activities which it operates. Please review Mills College's Non-Discrimination Policy in its' entirety to partner with us.
Third Party Agencies
A third party agency or recruiter represents a candidate or an employer client, and is not the principal employing organization. This includes, but is not limited to, organizations such as contract recruiters, career development consultants, career marketing firms, and temporary or contract agencies. The Career Services and Student Engagement Office of Mills College will sponsor third party recruiting activities if the third party agency agrees to:
- Reveal the identity of the employer being represented and the nature of the relationship between the agency and the employer, and permit career services to verify this information by contacting the client. If the Career Centers have an existing relationship with the client, we will inform the third party agency and decline to post the position.
- Identify, on all announcements, the name of the employer being represented.
- If requested, provide a position description for valid openings.
- In accordance with the Family Education Rights and Privacy Act (FERPA), release candidate information only with the written permission of the employment candidate and only to the identified employer.
Definition of Recruiting Activities
Recruiting activities include, but are not limited to: career fairs; on-campus interviews; information sessions and company presentations; campus information tables; classroom presentations and guest panel discussions; and other advertised opportunities communicated to students through bulletin boards, mail announcements, and e-mail.
The Career Services and Student Engagement Office of Mills College may choose not to sponsor recruiting activities for opportunities if the opportunity involves on-campus solicitation, posting of materials, or sale of products or services.
- Compensation is exclusively commission or fees/percentage of sales from others under their sponsorship in the organization.
- The organization is sponsoring an individual to establish their own business for the purpose of selling products or services, and/or recruiting other individuals to establish their own businesses.
- The organization requires an initial payment or investment, or account balance or similar fiscal requirements, with the organization itself serving as an umbrella or parent corporation. The initial investment may include, but is not limited to: requirement to attend unpaid orientation or training sessions; direct payment of a fixed fee; payment to attend orientation or training sessions; and/or the purchase, leasing, or renting of a starter kit, sales kit, or presentation supplies.
- The work assignment negatively affects student academic progress or encourages students to discontinue their studies.
- The employer fails, for any reason, to provide necessary information needed to post a job vacancy or internship opportunity (e.g., job description, qualifications, application instructions).
Upon request, the employer is unable or unwilling to provide written documentation of registration with a Better Business Bureau.
Compensation and Fees
- Employers offering paid positions must pay at least the California State minimum wage (calculated over any time scale such as hourly, weekly, semi-monthly, monthly or annually).
- Organizations only offering stipended, unpaid or volunteer positions must meet the organizational definitions and requirements that allow them to do so legally, and they must clearly state the pay status when posting their opportunities on Handshake. Consult legal counsel re: any questions.
- Commission Sales Positions: If no initial base salary is provided, the form of remuneration should be clearly stated in the employer's job descriptions and at the time of the initial interviews.
- Recruitment for positions requiring monetary outlay by candidates for equipment and training is strongly discouraged. Students and recent graduates will be reluctant to apply for such positions. This includes fees for certain federal and state licensing requirements, e.g., real estate, securities, etc. If fees are involved, this information must be explicitly included in the position description.
- Postings that request donations, application fees, or investments cannot be listed on Handshake.
The Career Services and Student Engagement Office has established these criteria for identifying appropriate entrepreneurial employment opportunities for promotion through its services. Start-ups must have progressed sufficiently in their business development process so that they can:
- Provide a company name, business address, website and email address, and identify a principal as the key contact;
- Verify they are not seeking potential partners or investors;
- Confirm that they have obtained the necessary business licenses and Tax ID’s as well as sufficient funding, including identifying their funding model and investors, if requested;
- Offer positions for pay, not just for equity; see Compensation and Fees.
- Provide clearly defined organization and position descriptions in Handshake.
Those ventures who cannot meet these guidelines may contact the Career Services and Student Engagement Office of Mills College at a later stage to discuss access to services.
The Career Services and Student Engagement Office of Mills College reserve the right, in their sole discretion, to deny any employer or recruiter access to the services offered by the Career Services and Student Engagement Office.
Employer partners should coordinate all outreach and marketing activities through the Career Services and Student Engagement Office of Mills College. This includes any form of direct and mass communication to student organizations, affinity group advisors, or faculty/administrators.
The Career Services and Student Engagement Office of Mills College does not permit employers to schedule interviews during reading or Final exam periods. Employers offering second-round interviews should provide at least two dates—without negative consequence to the candidacy of the applicant—so that candidates do not miss exams or previously scheduled first-round interviews.
Offer Policy To Summer Interns
If you would like to make full-time offers at the end of the summer to interns returning for senior year, we request that you allow the student until November 15 to accept/decline the offer. This will ensure that the student has the time necessary to make an informed and thoughtful decision and allows them to participate in on-campus recruiting.
Second Round Interview Policy
Students should not be asked to cancel a first round interview in order to attend a second round interview. Employers should make every effort to accommodate candidates’ class and interview schedules.
On-Campus Interviewing (OCI)
Employers are welcome to conduct interviews in our Career Center. We recommend you schedule interview dates well in advance to allow adequate time for advertising employment opportunities to students. There is no charge for this program. Interviews are scheduled during the fall, winter, and spring quarters. To request an on-campus interview date please use your Handshake account or create a new one. Visit Handshake for access.
Recruiters should be trained in professional interviewing standards and protocols and exhibit professionalism at all times. We require that recruiters refrain from what might be interpreted as offensive or inappropriate behavior. Alumnae/i and other individuals representing an employer are acting in an “official capacity” for their organization when recruiting at Mills College.
Use of alcohol by candidates as part of the recruitment process, on or off campus, is strictly prohibited.
All tests used as part of the hiring process must be a valid measure of employability and must be compliant with Equal Employment Opportunity Commission (EEOC) standards, and testing procedures must comply with the Americans with Disabilities Act (ADA). Information on testing practices should be shared with the Career Services and Student Engagement Office. Employer partners must notify students of testing at least two full days in advance, so that students who require accommodations may make arrangements.
Job Offer Policy
Since informed decisions benefit both our students and employer partners, students must be given ample time to complete their job searches prior to making decisions regarding job offers. The following deadlines are REQUIRED:
- Entry-level offer extended to a former intern: November 1 or two weeks after written offer; whichever is later
- Fall entry-level employment offer: November 1 or two weeks after written offer; whichever is later
- Spring entry-level employment offer: two weeks after written offer
- Internship offer: March 1 or two weeks after written offer; whichever is later
It is against our policy for employers to make employment offers that include undue time pressure for acceptance of offers, or that encourage the revocation of another employment offer. Exploding offers are strictly prohibited. We define an exploding offer as any offer that does not adhere to our job offer policy stated above and/or that has special incentives attached for early acceptance, including signing bonuses. Employer partners must refrain from any practice that improperly influences and affects job offer acceptances.
Rescinded/Deferred Job Offers
Employers needing to rescind or defer employment offers should review the NACE Position Statement on Rescinded and Deferred Employment Offers. Employer partners should contact the candidate’s Career Services and Student Engagement Office and the candidate as soon as possible.
Reporting New Hire Data
When requested, an employer will supply to the Career Services and Student Engagement Office information regarding students who have been hired to fill full-time, internship, or other related positions. Information may include, but is not limited to, student name, title, division or unit within the organization, geographic location of position, employment start date, and compensation (if applicable).
Policy Changes and Updates
These policies will be reviewed annually and may be subject to change at Mills College’s discretion. When reasonably practicable, prior to revising this document, employer feedback will be sought and considered. Employer partners will be notified of revisions and of when they will be applicable.
The Career Services and Student Engagement Office reserves the right to suspend an employer’s privilege to recruit at Mills College for any reason, including failure to abide by our policies.