Recruitment Policies

Recruitment Policies

Employment, Interview, Offer and Acceptance Policies  

  • Employers are required to provide students with 72 business hours’ notice of a second round interview.
  • Employers must accommodate student requests for alternate second-round interview dates if they present a legitimate scheduling conflict (i.e. class, work assignment or previously scheduled interview).


  • Students will have two weeks from the date a written offer letter is received.

Exploding offers are prohibited. Sign-on bonuses should be honored whenever the student accepts the offer.


As a professional courtesy employers are asked to give reasonable notice of changes and/or cancellations to interview date. We recommend five business days.


Alcohol is prohibited in the Employer recruiting process. As a member of the National Association of Colleges and Employers (NACE), John Jay also abides by the Principles for Professional Conduct. The Principles document explains why serving alcohol to job candidates is inappropriate and inadvisable. The principle states, "Serving alcohol should not be part of the recruitment process." Open bars, paid bars, and holding recruiting events in a bar are all inappropriate. Failure to abide by this principle will place the employer in violation of the stated policy. Employers not following the policy can be barred from recruiting at John Jay. Recruiter's names can also be brought to the attention of their superiors and the company can be shared within the NACE community as not following this guideline, endangering students and having been barred from John Jay. For further information, please read the Principles for Professional Conduct document in its entirety.


Third party agencies cannot post positions with the Center for Career & Professional Education. Third party agencies can request to be added to our Online Career Resources page ( only if the agency is actively recruiting for a bona fide employment opportunity that is appropriate for the skill sets and experience of the students and alumni served by the Center for Career & Professional Development on behalf of an employer.


Employers offering positions that provide compensation that is 100% commission based can offer these positions under the following conditions:

  • The compensation is clearly disclosed in the position description AND
  • The position is posted on John Jay Career Online (JJCO) and/or relevant alumni job boards.
  • Commission positions may attend the Job & Internship Fair provided that the compensation arrangement is clearly noted on job listings and is thoroughly explained in recruiting conversations and interviews with students and alumni.



We will not post positions requiring students to pay special fees, purchase training materials, share personal contacts, or participate in multi-level marketing as a preliminary condition of employment.


Employers needing to rescind or defer employment should carefully review the guidelines and follow the NACE recommendations issued in 2002 in their Position Statement on Rescinded and Deferred Employment Offers.

The NACE guidelines urge employers to adopt a two-part approach to employment offers under consideration for revocation. The first emphasizes the need for a commitment to high standards in recruiting. The second offers a reasoned approach to dealing with rescinded and deferred offers.

NACE recommends that employers who must revoke a commitment to do everything possible to avoid rescinding offers, to consider alternatives that do not require rescinding employment offers. These may include changes in job responsibilities, salary reduction and/or reduced workweeks, changes in job locale, delayed starting dates, and other reasonable options.

For candidates whose start dates are deferred:

  • Provide services to aid the candidates in securing other employment.
  • Provide financial assistance if the deferral will be longer than three months.
  • Communicate to candidates as soon as possible.
  • Contact the Center for Career & Professional Development.
  • Stay in communication with candidates and the Center for Career & Professional Development regarding start dates.

The Center for Career & Professional Development expects all employers to treat candidates in an ethical manner. We reserve the right to deny access to on-campus recruiting to any employers who we determine have not conducted their recruiting efforts ethically.


All employment professionals participating in our recruiting program are required to work within a framework of professionally accepted recruiting, interviewing and selection techniques as stipulated in the NACE Principles for Professional Practice.


John Jay College of Criminal Justice is committed to providing a working and learning environment free from unlawful discrimination and harassment. Consistent with this commitment and with applicable federal, state and local laws, it is the policy of the City University of New York as both an educational institution and an employer to prohibit unlawful discrimination and harassment and to provide faculty, students, and staff who believe that they may be the victims of either with mechanisms for seeking redress.

We recommend that all students, alumni, vendors, and employers engaged in activities with the Center for Career & Professional Development review John Jay’s Discrimination and Sexual Harassment Policy and Procedure.

If a student or staff member engaged in an activity sponsored by the Center for Career & Professional Development (including but not limited to job listings, workshops, panels, counseling sessions, employer presentations, career fairs, interviews, mentoring, internships, off campus recruiting, and employment) believes that the Discrimination and Sexual Harassment Policy and Procedure may have been violated, he or she is urged to contact the Office of Equal Opportunity and Affirmative Action and the Deputy Director for the Center for Career & Professional Development.

To learn more about CUNY policy please click here.


John Jay College of Criminal Justice expects companies to appropriately compensate students for the work that they perform during an internship. We expect that all employers abide by the standards established by the Fair Labor Standards Act and accompanying regulations.

The U.S. Department of Labor has outlined the following six criteria for unpaid internships to confirm that an internship does not represent an employment relationship. If any of these criteria are not met, the intern must be paid.

  1. The internship, even though it includes actual operation of the facilities of the employer, is similar to training which would be given in an educational environment;
  2. The internship experience is for the benefit of the intern;
  3. The intern does not displace regular employees, but works under close supervision of existing staff;
  4. The employer that provides the training derives no immediate advantage from the activities of the intern; and on occasion its operations may actually be impeded;
  5. The intern is not necessarily entitled to a job at the conclusion of the internship; and
  6. The employer and the intern understand that the intern is not entitled to wages for the time spent in the internship.

    Additionally, for employers seeking interns to work in the State of New York, strict attention must also be paid to the requirements set forth by the New York State Minimum Wage Act and Wage Orders. The New York State Department of Labor requires the following criteria in additional to the federal requirements above.

  7. Any clinical training is performed under the supervision and direction of people who are knowledgeable and experienced in the activity.
  8. The trainees or students do not receive employee benefits.
  9. The training is general, and qualifies trainees or students to work in any similar business. It is not designed specifically for a job with the employer that offers the program.
  10. The screening process for the internship program is not the same as for employment, and does not appear to be for that purpose. The screening only uses criteria relevant for admission to an independent educational program.

11. Advertisements, postings, or solicitations for the program clearly discuss education or training, rather than employment, although employers may indicate that qualified graduates may be considered for employment.

All employers are asked to please consider these criteria carefully before posting an unpaid internship.