The following resources were developed to help you navigate recruiting at Darden and ensure an enjoyable recruiting experience:2018-19 Darden Recruiting Guide (includes the 2018-19 Recruiting Timetable)Darden Career Link (DCL) The policies below have been developed to provide a fair recruiting process for all students, faculty and corporate recruiters.Interview PoliciesInvitationsYou 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, an assistant director of employer engagement and recruiting (EER) will notify students of their status. At that point, no invitations can be retracted. If you identify additional candidates to interview, please contact your assistant director of EER.Interview EligibilityOnly 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.BiddingAt 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.AlternatesWe 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 InterviewsIf you wish to hold your second-round interviews at Darden, please contact your assistant director of EER. 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 assistant director of EER 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 in the 2018-19 Darden Recruiting Guide. Reimbursement PoliciesTypically, 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 AuthorizationWhen 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. For more information regarding hiring international students, we encourage you two reference this easy guide to hiring international graduates and this H-1B filing strategies, exemptions and alternatives document.Inclement Weather PolicyIf 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 PoliciesOffer Consideration TimeThese 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 10 October 2018 (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 October 2018 or three 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 October 2018 or three 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 process.All students must 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 2019.First Year students will be given until 31 January 2019 or three weeks, whichever is later, to consider an offer, unless a later date 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 process.All students must receive an offer letter. The beginning of the offer period coincides with the date of the offer letter.Investment Banking Offers:Investment Banking internship interviews will begin on 8 January 2019.Offers for Investment Banking internships may be extended after 11 January 2019 at 5 p.m. EDT.First Year students will be given until 31 January 2019 to consider an offer unless a later date is agreed upon by both parties.Exploding OffersEmployers are not to apply undue pressure or unreasonable expectations related to accepting offers. Please note students are being coached to provide standard answers to these situations and will engage the CDC when appropriate. Examples include:Hypothetical interview questions (i.e. will you accept if we call at 5 p.m. today?)Exploding offers (i.e. offer is rescinded within a shortened timeframe if not accepted)Requiring students to respond to verbal (not written) offersChanges to offer termsWithdrawing an OfferIf 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 PoliciesInternational RecruitersDue 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 EffortsDarden recognizes early diversity recruiting initiatives through organizations like Consortium, Toigo and Forte. Student populations who qualify under the diversity recruiting umbrella include students who are black, hispanic, Latin American, female, veterans or LGBT. Companies that have a formal, firm-wide program that supports diversity candidates (as classified above) and offers a fellowship or scholarship may be approved to interview and present offers to Darden students prior to Thursday, 3 January 2019.For approval, companies must present documented program details to Casey Floyd. Documentation can include a flyer or website link to provide program details. All diversity offers must stay open until 18 January 2019.When Policies Are Not HonoredDarden encourages students to report noncompliance of recruiting policies to the CDC. Darden staff will then investigate and communicate with the employer. Unwillingness to promote and foster Darden's equitable process may result in:Damaged brand perception among Darden studentsInclusion on the student-facing recruiting policy non-compliance listLoss of priority for scheduling interviews and/or recruiting activitiesRevocation 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 PolicyAll events that are 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 DisclosureDarden’s grading process does not incorporate a class ranking or grade point average. If you require transcripts, please contact the student.CLASS ATTENDANCE POLICYStudents 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 NondiscriminationDarden 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 HarassmentThe 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.Policy on Sexual HarassmentWe are committed to providing our students with a safe recruiting environment. The CDC strictly prohibits any acts of sexual harassment and takes reports of such behaviors very seriously. If a student reports an incident of sexual harassment from an employer, the CDC will revoke on-Grounds recruiting privileges immediately.Family Educational Rights & PrivacyPlease read the Family Educational Rights and Privacy Act (FERPA) to understand these important regulations and guidelines.Darden's Company Giveaway PolicyIn 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 EmployersOur 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.