The Career Development Office at Pomona College has established guidelines to help facilitate the hiring process for all employers. If we can be of assistance in your recruiting efforts, please contact our office at (909) 621-8144.
We require all employers to comply with all applicable state and federal civil rights laws prohibiting discrimination in hiring and in the workplace, which includes discrimination on basis of race, color, sex (gender or gender identity), sexual orientation, age, marital status, religion, disability, national origin, ethnic origin, or prior military service.
The career offices of the Claremont University Consortium (Claremont Graduate University, Claremont McKenna College, Harvey Mudd College, Keck Graduate Institute, Pitzer College, Pomona College, and Scripps College) has established the guidelines below to help facilitate the hiring process for all employers. As members of the National Association of Colleges and Employers (NACE), we ask that all of our employers familiarize themselves with and honor the Principles for Ethical Professional Practice published by NACE.
2nd Round Interviews
Employers often schedule students for second round interviews the next day after their initial interviews. This practice does not provide any flexibility to the student, or offer any consideration for his/her previously scheduled commitments. Ideally, 2nd round interviews should not be scheduled within 3 days of your first round interviews/notification of your second round interviews. Students have classes, exams and other prior obligations that they cannot cancel on a moment's notice. Often, if they are unable to attend at your requested times, they feel that they will be eliminated from the pool of considered candidates.
We suggest that students not be immediately eliminated from the pool of 2nd round candidates should they be unable to meet on the first requested date. Alternative options should be provided to students who cannot meet with you on the first scheduling attempt. Organizations that have been flexible with scheduling are often able to attract and attain the strongest candidates.
Experience shows the best employment decisions for both students and employers are those that are made without pressure and with the greatest amount of information. Students given sufficient time to attend career fairs, participate in on‐campus interviews, and/or complete the interviewing in which they are currently engaged are more likely to make good long‐term employment decisions and may be less likely to renege on job acceptances and in the long run, this will improve attrition rates. Consistent with the guidelines of the National Association of Colleges & Employers (NACE), we ask that students be given at least 2 weeks to make an informed and responsible decision. If you would like to make a full-time offer to a former summer intern, we request that you allow the student until November 15 to accept/decline the offer. This will ensure that the student has the time necessary to explore alternatives and make an informed decision.
We ask that employers refrain from making “exploding offers” or rescinding bonus offers which put undue pressure on students to make decisions in a short-time frame or before they have completed the interviewing process. Most students are not ready, nor should they be, to make a final decision before completing all their interviews. Regrettably, pressure to accept early makes it harder for us to enforce our policy against reneging.
Marijuana-Related Employers 7C Policy
Although marijuana is legal under certain conditions in the state of California, it is not legal under federal law. The Drug Free Schools and Communities Act 1989 (DFSCA) provides, “as a condition of receiving funds or any form of financial assistance under any Federal program, an institution of Higher Education must certify that it has adopted and implemented a program to prevent the unlawful possession, use, or distribution of illicit drugs or alcohol by students and employees.” Further, under the DFSCA, institutions of Higher Education must employ “standards of conduct that clearly prohibit, at a minimum, the unlawful possession, use, or distribution of illicit drugs and alcohol by students and employees on its property or as part of its activities.” If a college fails to comply, it could become ineligible for federal funding, including financial aid programs for students.
In order to ensure compliance with federal law, the Career Centers of The Claremont Colleges will not support the recruitment of students or alumni by marijuana-related employers. This includes, but is not limited to, posting internship or work opportunities, hosting company representatives on campus, promoting job shadow placements, and supporting internships for credit or non-credit.
We encourage employers to not serve alcohol as part of the recruitment process. Given the issues college campuses are having with alcohol use among students, serving alcohol at a reception can send the wrong message. Many college students are younger than the state's drinking age as well. Our concern is for your liability and the safety and welfare of our students, especially when attending an off-site event that would require students to drive back to campus in a safe manner.
You are invited to participate in our recruiting programs and fairs if you are an employer with actual or anticipated bona fide entry-level positions and career-related paid internships. A bona fide position is defined as a career opportunity that is salaried (not 100% commission), and does not require the candidate to pay a fee for training or other job-related expenses. Graduate and professional school representatives may also schedule events to recruit Pomona and Claremont College students.
Employers with “straight commission” or “draw against future earnings” positions may request to hold an on-campus information session.
Home Office Policy: Due to liability and risk management issues, the college does not allow interns or job applicants into a home office or home training situation.
Third parties (employment agencies and search firms) may participate in our recruiting programs and fairs provided they follow our outlined policies and guidelines.
Employers are expected to be familiar with and to honor the Principles for Professional Practice published by the National Association of College and Employers.
The Solomon Amendment
The Solomon Amendment, a federal law, mandates that educational institutions receiving federal funding (research grants, etc) must fulfill military recruitment requests for access to campus and for lists containing student recruiting information. This law allows personally identifiable student information to be released to recruiters that would have been denied them under the Family Educational Rights and Privacy Act of 1974 (FERPA - p1-16). Information available for release under this law is limited to name, address, telephone listing, date and place of birth, level of education, academic major, and degree received.