Stanford Career Education operates under the Stanford Fundamental Standards. We stand behind the following guidelines to protect our students and all of our stakeholders. We also expect that students follow the Stanford Fundamental Standards when connecting with employers and alumni or any of our stakeholders.
Stanford Career Education adheres to Stanford’s Sexual Harassment Policy to protect both parties of a student/alumni mentorship. Stanford staff and students can review the chapter on Sexual Harassment in the administrative guide.
In order to protect our students, Stanford Career Education reserves the right to refuse service to employers due to any of the following: dishonesty; breach of confidentiality; fraud; misrepresentation; abuse or other harassment of Stanford University students, alumni and staff; failure to adhere to these BEAM policies and/or any other violation of Stanford University rules and regulations, and local, state or federal laws.
Employers who recruit, post jobs, attend a career fair, or recruit on campus at Stanford University must adhere to Equal Employment Opportunity (EEO) guidelines, the National Association of Colleges and Employers (NACE) Principles for Employment Professionals , and the Policies & Guidelines laid out by Stanford University listed on this page.
If you are considering paid vs. unpaid internships, please be advised the U.S. Department of Labor has outlined a list of criteria and the State of California has additional criteria that must be met in order for an internship to be unpaid. Academic credit does not substitute for payment of an intern, if the aforementioned criteria are not met.
Stanford Career Education makes its services available to employers who do not unlawfully discriminate in the selection of employees on the basis of national origin, race, religion, sex, gender identity, sexual orientation, age, disability, or any other basis prohibited by applicable law.
The recruitment process should be alcohol-free. This includes information sessions, presentations done on or off campus, and all events that are company-sponsored during the recruiting process.
University Counsel prohibits on-campus testing of students by employers. Employers may make arrangements for testing facilities at nearby hotels. Employers who decide to conduct tests at nearby hotels are required to follow the guidelines set forth by NACE. Please advise BEAM of any test requirements. Employers must also advise students, in a timely fashion, of the type and purpose of any test that they will be required to take as part of the recruitment process, and to whom the test results will be disclosed.
It is a requirement that the testing information be posted within the context of the job description so that students are informed at the beginning of the recruitment process.
Stanford Career Education asks third-party recruiters to review and follow the Principles for Third-Party Recruiters set forth by NACE.
Stanford Career Education supports students’ commitment to their academic endeavors. When asking students to come back for second/final round interviews, it is strongly recommended that you allow reasonable time for students to adjust their schedules. We ask that you support students in upholding their prior commitments to academics and other previously scheduled interviews.
At all times, it must be clearly communicated to the student that they should feel comfortable speaking up about any prior commitments. Students should not be immediately eliminated from the pool of second/final round candidates if they are unable to meet on the first requested date. Alternative options should be provided to students who cannot meet on the first scheduling attempt. Not following these recommendations can adversely impact your brand on campus.
Job offer processes can affect your brand on campus. Stanford Career Education recommends you follow the following best practices, in order to give students enough time to make an informed and thoughtful decision. Please give students the following minimum deadlines when accepting an offer:
Fall, Winter and Spring Quarters: 3 weeks minimum response time, from receipt of the written offer
Summer: If you would like to make an offer of full-time employment to a student at the end of a summer internship, the student should have until November 30th to accept or decline the offer. If you would like to make an internship offer to a student to return the following summer, the student should have until November 30th to accept or decline the offer.
Stanford Career Education strongly discourages any exploding job offers at any time of the year.