NALP Directory of Law Schools
Back to Search Results Academic Year: 2022-2023
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THE GEORGE WASHINGTON UNIVERSITY LAW SCHOOL - Washington, District Of Columbia
OCI / Job Posting
| OCI registration opens | April 3, 2023 |
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OCI requests accepted by |
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| OCI requests accepted by | Email to Online, URL |
| Email beginning date | 04/03/2023 |
| Online beginning date | 04/03/2023 |
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Please specify any changes in OCI procedures or policies that will be in effect for the first time during 2023 |
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OCI date assignment procedure |
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| OCI date assignment procedure | First come first served |
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Comments |
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| OCI Fee? | 1st schedule = $500 Additional schedules = $250 |
| OCI date confirmation will be sent to employers | |
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If requested our school will coordinate with |
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Required Employer Forms |
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OCI Date Details |
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| OCI Interview Periods | RECRUITMENT DATES FOR SUMMER
Start Date: July 25, 2023 End Date: July 27, 2023 RECRUITMENT DATE FOR FALL Date: September 8, 2023 RECRUITMENT DATE FOR WINTER Date: February 8, 2024 RECRUITMENT DATE FOR SPRING Date: March 7, 2024 |
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Callback period for 2L summer positions |
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| Is video conferencing available? | Yes |
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Comments |
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| Are employers permitted to prescreen? | Yes |
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Dates |
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| OCI Drop date | 05/25/2023 |
| Date student materials sent to employer | 06/26/2023 |
| Date interview schedule sent to employer | 07/19/2023 |
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| Postage/express mail fee | None |
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Comments |
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| Do you provide resume collection or direct mail option for employers not participating in OCI? | Yes |
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Building |
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| Are all OCI conducted in campus buildings? | No |
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If no, describe alternatives and reservation procedure |
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If you organize or participate in either cooperative or off-campus interview programs, please list applicable information about participating schools, dates, interview locations, program coordinator/telephone, pre-screening or other selection process, and registration fees. |
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DIVERSITY INTERVIEW PROGRAMS |
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For Employers who do not interview students on-campus, will you: |
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| send, upon request, one package containing resumes/transcripts? | Yes |
| post a notice directing students to apply directly to employer? | Yes |
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If you provide job listings for graduates, describe how to send notice, when employers can expect responses, length of time notice is posted (whether in print or online), etc. |
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FIRST-YEAR STUDENT
Describe any special regulations pertaining to the recruitment of first year students. For example, are first year students eligible for spring OCI? When are job notices posted during second semester? |
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Recruiting Policy Information |
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| Does your law school have a recruiting policy? | Yes |
| If yes, does this policy apply to | All employers |
| Link to policy | https://careers.law.gwu.edu/employers |
| Do you provide guidelines or a specific requirement regarding the number of days a student should have to respond to an offer? | Guidelines |
| Minimum number of days a student should have to respond | 14 |
| Is there a maximum number of employment offers a student may hold open at any one time? | Yes |
| Maximum number of offers that can be held open | 3 |
| Is there a specific date before which employers should not initiate formal one-on-one recruiting contact with first-year students? | No |
| Recruiting policy comments/explanation | The George Washington University Law School is committed to working with employers to maximize employment opportunities for GW Law students and to supporting our students in making well-informed employment decisions. As in past years, we will continue our policy of providing 100% pre-screening for our recruiting programs.
Our Recruiting Guidelines incorporate the NALP Principles for a Fair and Ethical Recruitment Process. As a general matter, we believe it is in the best interests of employers and students, whenever possible, for employers to allow students adequate time to evaluate their employment options. Employers should not exert undue pressure or inducements to accept offers early. For example, we consider “exploding offers” to be “unreasonable.” We recognize that due to firm or office size, employers may require flexibility on the offer acceptance period. Employers should nonetheless follow a reasonableness standard in the offer process and may contact the Career Center for guidance, as needed. General Recommendations All offers to law students should remain open for at least two weeks (14 days) after the date of the offer letter. A student should not hold open more than three offers of employment at any one time. For each offer received that places a student over the offer limit, the student should release an offer within one week of receipt of the excess offer. Practices inconsistent with these guidelines should be reported to Delisle Warden, Associate Dean for Professional Development and Career Strategy. Full-Time Employment Employers offering full-time positions to commence following graduation to students not previously employed by them should leave those offers open for at least 14 days following the date of the offer letter. Students may request that an employer extend the deadline to accept the employer’s offer until as late as April 1 if the student is actively pursuing positions with public interest or government organizations. Students may hold open only one offer in such circumstances. Employers are encouraged to grant such requests. Employers offering full-time positions to commence following graduation to students previously employed by them should leave those offers open until at least October 1 of the student’s final year of law school, provided that such offers are made prior to or on September 2. Students should reaffirm these offers within thirty days from the date of the offer letter, if the employer offer letter requests such reaffirmation. Employers that have requested this reaffirmation may retract any offer that is not reaffirmed within the 30-day period. After September 2 of a student's final year of law school, employers offering full-time post-graduate positions to students previously employed by them should leave those offers open for at least 14 days following the date of the offer letter. Summer Employment We encourage employers offering positions for the following summer to students whether or not previously employed by them to leave those offers open for at least 14 days following the first day of GW Law School's on-campus interview program. Students may request that an employer extend the deadline to accept the employer’s offer until as late as April 1 if the student is actively pursuing positions with public interest or government organizations. Students may hold open only one offer in such circumstances. Employers are encouraged to grant such requests. First Year Students We do not prohibit employers from posting positions for or contacting first semester 1Ls. However, we ask employers to respect that 1Ls should be focused on their studies in the first semester of law school. In most instances, the 1L summer job search process should not begin until the conclusion of first semester exams. All offers to first year students for summer employment should remain open for at least 14 days after the date of the offer letter. |
