Policies & Professional Standards
The Career Management Center adopted a set of standards and policies to help guide and govern the recruiting process of the students in our program. We place a very high premium on professionalism, as do our recruiters. We encourage you to read the following standards and policies carefully and address any questions to our office.
University Honor Code
It shall be the responsibility of every student at the University of North Carolina at Chapel Hill to obey and support the enforcement of the
Honor Code. The Honor Code prohibits lying, cheating, or stealing when these actions involve academic processes or university, student, or academic personnel acting in an official capacity.
UNC's Kenan-Flagler Business School does not evaluate its MBA students using a traditional 4.0 grading scale. The MBA Grading Policy states that student performance is measured using a scale of High Pass, Pass, Low Pass and Fail. The MBA Program does not calculate an official student grade point average.
Recruiter Professional Standards
- Recruiters cannot ask questions during the interview that could be construed by a candidate as unethical, illegal or in violation of personal privacy. Such questions include inquiries about age, marital status, religious preference and sexual orientation.
- All recruiters must adhere to the standards set forth in Title VII of the Civil Rights Act of 1964 (as amended in 1972), as well as all guidelines established by the Equal Employment Opportunity Commission. Specifically, no firm should discriminate against any candidate on the basis of that individual's sex, race, color, religion, age, handicap, national or ethnic origin or his/ her sexual orientation.
- Recruiters should not ask students to evaluate the skills or appropriateness of a fellow student for employment.
- Recruiters should inform students of their application and candidate status, whether positive or negative, in a timely manner. Undue delays or failure to communicate to declined candidates negatively affect a company's reputation among students.
- Recruiters should give students at least three business days notice for second-round interviews or other events held out of town. Students may have other obligations, including other interviews, which cannot be rescheduled on short notice without penalty to the student
- The Career Management Center works diligently to meet the needs of recruiters and students. When making reservations, companies and recruiters should review the confirmation and make any changes immediately. Companies and recruiters are expected to follow the final interview schedules. Changing the final interview schedule can significantly disrupt students prior academic and interview commitments and affects the company's reputation among the students.
- Graduating MBA students must be given until December 9, 2015 or three weeks, whichever is longer, to respond to job offers received from on- or off-campus interviews. Students may accept an offer before December 9 if they so desire; however, they cannot be obligated to respond sooner. The student body will be notified of employers who choose not to abide by this policy.
- First year MBA students who receive internship offers on or prior to October 30, 2015 must be given until December 9, 2015, to respond to job offers. First year MBA students who receive internship offers after October 30, 2015 must be given until February 17, 2016 or two weeks, whichever is longer, to respond to job offers received from on- or off-campus interviews. In either case, students may accept an offer before December 9 or February 17 if they so desire; however, they cannot be obligated to respond sooner. The student body may be notified of employers who choose not to abide by this policy.
MBA Career Management Center Policies
- The Career Management Center does not disseminate personal information regarding an MBA candidate. Such restricted information includes grades, test scores and picture books.
- The Career Management Center will not be held responsible for false information or misrepresentation provided by a student during the recruitment process, either by way of a student's resume or during the interview process.