The COVID-19 pandemic continues to have broad impact across the globe, and its impact on summer internships and the job market are starting to unfold. The decision to accept an offer or proceed with an accepted offer must be carefully considered in light of the current situation. Career services is available to help navigate these extraordinary circumstances. If students are seeking academic credit for an internship, we strongly encourage students to consult with their academic advisor and/or college for guidance.
We strongly encourage the following best practices. We understand that firms need to know their hiring needs prior to the start of recruiting. Nevertheless, it is in both the firm’s and students’ best interest if students are granted ample time and written documentation in order to make informed decisions. Please feel free to contact a member of the Recruiting Team to discuss any questions or concerns related to this policy.
- All employers should extend offers in writing and be prepared to exhibit written offers to the appropriate career services office.
- Engineering Career Services does not condone the use of exploding offers or any other practice that puts unreasonable pressure on student.
- On occasion, students may request an extension beyond the dates given. Each request should be considered on a case by case basis, and be accommodated if possible.
- The possibility of negotiating decision deadlines should be clearly stated to students at the time the offer is made for both full-time and internship positions.
- We endorse the following offer response timeline:
|Offers resulting from:||For:||Cannot expire before:|
|Summer Internships or Co-ops||Full-time Conversion Offers or Returning Internship Offers||October 1 or three weeks after the offer is made, whichever comes later.|
|Internships or Co-ops Conversion that Occurred during a fall or spring academic semester||Full-time Conversion Offers or Returning Internship Offers||Three weeks after the start of the subsequent academic term or three weeks after the offer is made, whichever comes later.|
|Fall Interviews||Full-time or Internship Offers||November 15 or three weeks after the offer is made, whichever comes later.|
|Spring Interviews||Full-time or Internship Offers||April 1 or three weeks after the offer is made, whichever comes later.|
We expect employment professionals to comply with EEO and Affirmative Action principles in recruiting activities, including the following items:
- Recruiting, interviewing, and hiring individuals without regard to race, color, national origin, religion, age, gender, sexual orientation, 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, or disability
- Avoiding use of inquiries that are considered unacceptable by EEO standards during the recruiting process
- Developing sensitivity to, and awareness of, cultural differences and the diversity of the work force
- Informing campus constituencies of special activities that have been developed to achieve the employer’s affirmative action goals
- Investigating complaints forwarded by the career services office regarding EEO noncompliance and seeking resolution of such complaints
We expect employment professionals to comply with The University of Illinois at Urbana-Champaign (“University”) Title IX policy in recruiting activities, including the following items:
- The University is committed to providing a safe and welcoming campus environment free from discrimination based on sex, which includes sexual assault, sexual exploitation, stalking, sexual harassment, dating violence, and domestic violence (collectively referred to as sexual misconduct).
- The University prohibits and will not tolerate sexual misconduct because such behavior violates the University’s institutional values, adversely impacts the University’s community interest, and interferes with the University’s mission.
- The University also prohibits retaliation against any person who, in good faith, reports or discloses a violation of this policy, files a complaint, and/or otherwise participates in an investigation, proceeding, complaint, or hearing under this policy.
- Once the University becomes aware of an incident of sexual misconduct, the University will promptly and effectively respond in a manner designed to eliminate the misconduct, prevent its recurrence, and address its effects.
The University’s Title IX policy can be reviewed in its entirety at https://wecare.illinois.edu/policies/campus.
We endorse the National Association of Colleges and Employers’ principles for professional conduct and the policies of the University of Illinois Career Services Council. These principles provide a framework for professional relationships among colleges/universities, employing organizations, and candidates. These policies may be reviewed in their entirety at http://www.naceweb.org/principles and http://hireillini.com/recruitment-policies, respectively.