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Photo courtesy of Wikimedia and author, Barnellbe.

Posted April 26, 2019 by

What are the consequences to students who renege on job offers?

I’ve been participating in an interesting discussion in a listserv managed by the National Association of Colleges and Employers. Most of the readers are talent acquisition leaders from Fortune 1,000 and other large employers and college career service office professionals. A small percentage of readers are like me in that they work for organizations which, in one way or another, help college and university students and recent graduates find great careers.

The discussion that prompted me to write this blog article is about whether employers should report to a career service office that a student who accepted a job offer later reneged on that offer. One employer volunteered that they do send lists of those reneges to the career service offices. I wonder if that employer and others like them are providing any context provided to the reasons for the student reneging on the offer or any opportunity provided to them to provide the context.

Let’s be honest, sometimes the student reneges on their employment-at-will relationship because they change their mind and we can point a finger at them as the party to blame, if there is a need to assign blame. But what if an objective, third-party would actually point to the employer? Reasons are numerous, such as when employers oversell the opportunity, materially change the compensation or position, the hiring manager is terminated or reassigned, a family emergency prevents the student from starting, the employer pivots or even eliminates the business unit that recruited the student, the economy very suddenly and very dramatically changes as it did in 2008, etc. 

Realistically, if an employer is going to report student reneges to the career service office, what do we expect the career service office to do with that information? Wouldn’t it make sense that there would be negative repercussions to the student, and are we trying to help that student or are we trying to punish them and dissuade future students from reneging, much like imprisoning criminals punish the perpetrator and, perhaps, dissuade others from committing the same crime. Do we want to model our college and university recruitment programs on the criminal justice system?

For the career service offices who are accepting the renege information from the employers and maybe even soliciting it, are you doing the same from the candidates? What about employers who renege on their offers? If you’re punishing the student in some way such as banning them from further use of your services, are you levying the same punishments against the employers? 

Posted April 30, 2014 by

Young Professionals, Worried about Losing Your Recent Graduate Jobs? Here is What You Can Do

Young professionals who hear about their recent graduate jobs being at risk should take a look at the following post to learn what they can do in this situation.

By Michael VanBruaene, Big4.com Guest Blogger When you see and sense that you may be terminated in the near future, there are actions you can take to prepare for the termination and position yourself to successfully move forward.  It’s important that you have a mind-set that positions you to be effective

From:

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Posted December 07, 2012 by

“Why Did You Leave Your Last Position?”

CollegeRecruiter.comAs you practice questions for your next interview, consider that an employer may ask you why you want to leave your last or current position.  The following post has advice on how to answer this question.

A common question asked during an interview is “Why Did You Leave Your Last Position?” A friend of mine who worked in Iran during the 1979 revolution offers an easy answer: his resume always says “civil unrest.” While that is a concrete and completely honest answer, most of us don’t usually have such a perfect answer when asked that question during an interview. Futhermore, the answer can be even more difficult if you are still in your current position and interviewing for a new position at another company.

Taken from:

“Why Did You Leave Your Last Position?”

Posted February 14, 2012 by

40% of Employers Don’t Have Severance Policies

The Bureau of Labor Statistics recently reported the national unemployment rate dropped to 8.3 percent in January 2012, the lowest it’s been in three years. Although the rate of unemployment continues to slowly trend downward, it remains important for employers to have a defined set of post-employment practices in place. The Compdata Surveys BenchmarkPro 2011 survey results found 60.5 percent of companies currently have a severance policy.

This rate varies by industry as 71.2 percent of insurance companies report having a severance policy in place, compared to 62.4 percent in healthcare. Services employers have severance policies at a rate of 58.5 percent. Organizations in not-for-profit report having them the least, 45.6 percent. (more…)

Posted November 03, 2011 by

32% of Employees Seriously Considering Quitting Their Jobs

Employee loyalty is dropping around the world, according to new global analysis of Mercer’s What’s Working™ survey. The research, conducted among nearly 30,000 employees in 17 geographic markets between the fourth quarter of 2010 and the second quarter of 2011, shows that the percentage of workers seriously considering leaving their organization has risen since the last time the survey was conducted in each market (between 2003 and 2006 prior to the economic downturn).

In many markets, the increase is 10 percentage points or more. In the US, the increase was 9 points, from 23% in 2005 to 32% in 2010. (more…)

Posted October 12, 2011 by

Discontent With Economy Spreading to Boardrooms: 108 CEO’s Terminated in September

Turnover among the nation’s chief executive officers reached a 12-month high, as 108 CEOs announced their departures in September; among them, the heads of tech giants Yahoo! and Hewlett-Packard.   It was the sixth consecutive month with more than 100 CEO changes, according to the latest report on CEO departures released Wednesday by global outplacement firm Challenger, Gray & Christmas, Inc.

September CEO exits were up four percent from 104 in August.  It was the highest number of departures since September 2010, when 111 CEO changes were announced.

Despite the recent uptick in CEO turnover activity, the total number of departures recorded this year remains slightly below the 2010 pace.  So far, Challenger has tracked 922 CEO departures through three quarters of 2011, 4.6 percent fewer than the 967 CEO changes announced from January through September last year. (more…)