Employer resources and guidelines

KU Business Career Services subscribes to the National Association of Colleges and Employers (NACE) Principles for Professional Practice for all recruiting practices, including their policy statement on Reasonable Offer Deadlines. Adherence to the following guidelines are requested of all employers recruiting KU Business students in order to promote a fair and ethical recruiting process.

  • Maintain an open and free selection of employment opportunities in an atmosphere conducive to objective thought, where job candidates can choose optimum long-term uses of their talents that are consistent with personal objectives and all relevant facts.
  • Maintain a recruitment process that is fair and equitable to candidates and employing organizations.
  • Support informed and responsible decision-making by candidates.
  • For offers extended during the academic year, employers are strongly encouraged to give students a minimum of two weeks to accept an offer.
  • For offers extended to current summer interns, employers are strongly encouraged to give students until the first business day of November to make a decision. 
  • Additional time may be requested by the student and granted at the discretion of the employer.    

View the policies for students who engage with Business Career Services.

For public accounting employers

Troubleshooting the candidate search

Issue: I'm not sure what steps to take to start recruiting.

Possible solutions: 

  • Create a position description.
  • Post to HireJayhawks.com.
  • Participate in career fairs and other events to build your brand on campus.
  • Connect with student organizations.
  • Meet with an employer relations team member to build an individualized recruitment strategy.

Issue: I'm not getting the number of applicants I would like.

Possible solutions: 

  • Make sure your HireJayhawks.com profile is complete and tells your story.
  • Seek out ways to build brand awareness on campus through tabling, student group connections, career fairs, etc.
  • Make sure your position description is clear and contains enough detail for a candidate to assess interest.
  • Cast a wider net. Expand targeted majors, graduation dates, and other qualifications.
  • Post to social media and tag relevant student groups, faculty, and staff.
  • Consider timing. Most students target their job search within the fall and spring semesters. If you reach out too early or too late you may find students are disengaged from the process.


Issue: I'm not getting applicants with the right qualifications.

Possible solutions: 

  • Consider casting a smaller net — perhaps you need to zero in on specific majors or limit other qualifiers.
  • Contact employer relations for guidance on adjusting the parameters of your job posting
  • Run a resume book and reach out directly to targets of interest.


Issue: I'm not getting a diverse applicant pool.

Possible solutions: 

  • Promote your company diversity efforts in your position description and in your HireJayhawks profile.
  • Show candidates how your company supports diversity in the workplace — ERG groups, representation within leadership, etc.
  • Bring representatives from diverse groups to campus when you recruit.
  • Use inclusive language in your position descriptions.


Issue: I have pulled a list of student resumes but am not getting strong response to my outreach.

Possible solution: 

Consider timing. Most students target their job search within the fall and spring semesters. If you reach out too early or too late, you may find students are disengaged from the process.

    Issue: I interviewed a lot of candidates but none seemed to be the right "fit."

    Possible solutions: 

    • If the issue is limited to KU students, reach out to the employer relations team to share feedback. Are students lacking certain skills or aptitude? What prevents them from being a fit?
    • Review your interviewing practices for inclusivity. Multi-part questions can put candidates with hidden disabilities at a disadvantage; hiring committees that lack diversity may make a candidate uneasy; the interview setting may create challenges for some candidates (i.e. bright fluorescent lighting, distracting hallway noise, etc.)
    • Consider hiring for value add rather than "fit." Diverse perspectives, personalities, backgrounds, etc. make for more creative teams!


    Issue: I interviewed a lot of candidates and made several offers, but none were accepted.

    Possible solutions: 

    • Assess your recruitment timeline: Is it aligned with others in your industry? Asking students to accept an offer too early may lead them to turn it down while they wait to see what else comes in. Offer too late and you may get beat out by the competition.
    • Review your offer: Are salary, benefits, and other incentives in line with competitors? Are you clear up-front about what you are offering, including location and type of role? Are you giving candidates a long-term view with a clear path to promotion? Business Career Services can provide aggregate compensation data to help you align your offers with current trends.
    • Review the candidate experience. What might they have identified in your workplace as a reason to go elsewhere? Is it something you can adjust? 

    Issue: I made an offer and the candidate accepted, then they changed their mind.

    Possible solutions: 

    • The KU School of Business discourages students from reneging on offers. We encourage you to contact our employer relations team if this happens.
    • Sometimes students feel pressured to accept an early offer. You can minimize reneges by giving students ample time to consider their offers and make their choice.


    Issue: My company is facing challenges and has decided to rescind some offers. 

    Possible solution:

    • Alert Business Career Services as soon as this situation arises so we can provide appropriate support and assistance to those impacted.
    • When COVID struck, many employers guaranteed offers for the following summer, and/or paid out a stipend to those impacted. Regardless, it is important to provide early, clear communication.