The Michelin® Career Center objective is to support employers in their efforts to recruit and hire Clemson students. We consider this a partnership effort with a common goal of achieving the best match between the individual student and the employing organization. The Center will follow the guidelines and act in accordance with the National Association of Colleges and Employers (NACE) Principles of Professional Conduct for Career Services, and we expect that employers will abide by these principles in their dealings with our students and us.
These Principles provide three basic precepts to guide career development and recruitment:
We have drafted these Guidelines for Recruiting Success in support of our University and Center’s effort to provide an open and free environment for selection of students for employment and experiential learning opportunities. We reserve the right to take appropriate and necessary actions to enforce compliance with these guidelines in order to maintain a fair and equitable recruitment process among all employers of Clemson University students.
Please know we are deeply appreciative of your interest in recruiting Clemson students for the career opportunities your organization offers them. We look forward to our partnership to help make your recruiting experience a positive, fair and productive one for everyone.
Changing interview schedule(s) takes time to notify students and possibly combine schedules. We require a 72-hour notice during the workweek to make these changes.
To cancel an interview date, notify the career center immediately (864-656-6000). Email or phone ALL students already on your schedule, to let them know you are canceling and if you will be rescheduling for another date.
To cancel an information session, please notify the venue or department you booked the Information Session with of the change. Also, contact the Career Center in order to remove the advertisement information from our system.
The Career Center would appreciate being updated on any changes to Company primary contact information to ensure all information is being directed appropriately.
Please review the following guidelines carefully as the Michelin® Career Center reserves the right to withdraw position postings and remove interview privileges when warranted by questionable recruitment practices or unethical behavior.
Third parties (employment agencies, contracted consultants, and search firms) may participate in job postings and on-campus interviews provided they recruit for only one employer as well as identify that employer and the positions they seek to fill to the Center and to the candidates. The Career Center will verify this arrangement with the employer.
Any disclosure of student information outside of the third-party recruiting organization and the company they are representing will be with prior consent of the student. Third-party recruiters that charge fees to students will not be permitted access to career services.
Use of alcohol during the recruiting process is inappropriate, on or off campus.
Employers recruiting on-campus will be expected to maintain Equal Employment Opportunity compliance and follow affirmative action principles in recruitment activities. Employers should consider all interested students for employment opportunities without regard to race, color, national origin, religion, age, gender, sexual orientation, or disability, and provide reasonable accommodations upon request.
All materials received from our students (letters, resumes, transcripts via email or hard copy, should be shared only with those at your firm involved in the hiring process. Do not forward emails from students to others inside or outside your organization.
Students need time to make informed decisions when comparing and responding to offers. The best practices among employers with a history of recruitment success at Clemson are to give students at least two weeks, to make informed decisions. This length of time serves to protect employers’ campus reputation and helps make job offer acceptance decisions final. We strongly advise that companies offer reasonable extensions to deadlines when requested, so that the student has an opportunity to honor interview and site visit obligations. We appreciate the cooperation employers have shown in the past, and ask for your continued flexibility.
Employers are strongly discouraged from making offers with timing-based consequences such as diminishing bonuses or reduced options for location preferences. Furthermore, asking a student if he or she is ready to make a decision on the spot, or asking a student to respond to a hypothetical offer is considered an unacceptable practice. Exploding offers put undue pressure on students and compromises our efforts to enforce our student policy against reneging.
Employers are expected to keep students informed of hiring timelines and their status in the hiring process and to communicate hiring decisions within an appropriate time frame.
Start Dates: We ask that employers include a start date when the offer is made or outline a reasonable time frame for providing a start date and initial work location. Employers who anticipate start dates later than a few months after graduation must disclose this to students as part of the interview process. Open communication with the student is encouraged throughout the process.
Basis of Compensation: For employers to schedule campus interviews, they must offer bona fide positions and be completely transparent with students on a compensation structure that is based upon partial or full commission. The employer shall disclose any compensation in the job description and give an accurate estimate of expected earnings as well as fees associated with training to be covered by the employee.
Employment Contracts: Clemson advises students to seek legal counsel before entering into any contractual agreement and expects that employers will allow a reasonable period of time for individuals to review any contract and seek advice before signing it.
The Michelin® Career Center strongly encourages employers to consider every alternative before revoking an offer of employment. Employers who cannot avoid rescinding or deferring employment are advised to consult with the Employer Relations Director prior to notifying the student(s) affected by this action. Employers’ campus reputation can be salvaged if they demonstrate that they have done everything possible to avoid rescinding offers and offer meaningful assistance mitigating the hardships this action will cause.