Career Development

To maintain interview schedules that serve recruiters and our students/alumni well, it is essential to have full attendance at both on-campus and in off-campus interviews. A student or alumnus/a who does not show up at a scheduled interview, or who does not give Career Development or an employer a minimum of 24 hours notice of cancelation, disrupts efforts by becoming a "no-show". A "no-show" does not allow ample notification time for the recruiter or our office to seek an alternate candidate for the interview time, or to consolidate the schedule. As a result, other students are not allowed the opportunity to interview and recruiters may choose not to post positions in our Handshake system, due to a perceived lack of interest by students. 

The consequence of being designated as a "no-show" is an immediate block from Handshake for one week. In order to gain access to Handshake again, the student is required to send an apology letter or e-mail to the employer AND provide a copy of the e-mail/letter to the Career Development Office. If there is a second "no-show", the student will be blocked from Handshake for a minimum of one month. If there is a third "no-show", the students will be blocked from Handshake and all Career Development sponsored events for the remainder of the academic year or the next 6 months (whichever is longer). 

The Leeds School of Business expects the highest level of professionalism from all students, alumni, and employers in every stage of the job or internship search. This includes professionalism as it relates to interviewing and negotiating, and also includes not reneging on a job you have accepted. Accepting a new job offer, after you have already accepted an offer with another employer, is defined as 'reneging' and is one of the most serious professional offenses in the job search process. Reneging is considered dishonest and unethical and carries serious implications. It not only reflects poorly on you, but potentially damages Leeds' reputation and our relationships with employers. Reneging for any reason (change of mind, multiple offers, etc.) not only causes problems for the employer in the short-run, but can also have long term implications for your own career progression and personal brand with other recruiters. In the world of social media, word travels fast across recruiting networks and can have long-term impacts on your future opportunities. We have advised employers that recruit on campus and from the Leeds School of Business to give students an adequate amount of time to make decisions and to avoid "exploding bonuses". If you are feeling pressure to accept offers before you are ready, please consult with your Leeds Career Advisor or the Career Development Office immediately for advice on strategy and communication with employers.

The consequence for reneging on an offer is an immediate block from Handshake and from events sponsored through Career Development. You will not be able to search for positions, participate in on-campus interviews or attend career fairs. In order to regain access to the system, you will be required to meet with the Executive Director of Career Development to discuss the issue, how it may have been handled differently, and how to make amends with the employer. 

We follow the NACE (National Association of College and Employers) recommended policies for recruiting, including:

• Third party recruiters will be allowed to post positions on Handshake as long as they disclose the hiring organization. This information is not required to be part of the posting. 
• Exploding Offers are highly discouraged. Students should be given a fair amount of time (greater than 72 hours) to accept or decline an offer. Employers should not put undue pressure on students to accept a job offer. 
• We ask that all employers making full-time offers to interns allow students until November 15 in the fall, or April 15 in the spring to make a final decision. This will give students the opportunities to participate in on-campus recruiting and to allow them to make an informed career decision.
• Employers should not persuade students to renege on offers from other companies under any circumstances.
• According to the NACE Principles of Professional Practice we must provide equal access to all candidates by posting open positions on the campus-wide job board and cannot make direct referrals or recommendations of candidates.

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• I will sign up for interviews with only those employers for whom I have a genuine interest in working. 
• I will honor all interview and employer commitments. Cancelations must be made 48 hours in advance. 
• I confirm that all information found on my resume, unofficial transcript, Handshake profile and other social media platforms is up to date, truthful and accurate. 
• I will exercise professional conduct during any and all recruitment-related activities, including interactions on- and off-campus with company representatives, student organizations and University employees. 
• If I renege on an offer, the Associate Dean of Undergraduate Affairs will be contacts and I risk losing access to all Career Development services, including Handshake. 

Employers must subscribe to the Equal Employment Opportunity (EEO) laws established by the federal and Colorado governments 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 on the student’s race, color, national origin, religion, age, gender, sexual orientation, veteran status or disability.
• 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 Leeds Career Development office regarding EEO noncompliance and seeking resolution of such complaints.