Ch-ch-check me out!

There is nothing more heartbreaking than hearing about a student who loses an amazing career opportunity due to a mistake from their past. It’s important for job seekers to know just how much digging their future employer will do!


Please keep in mind that some of these “screenings” often times don’t happen until close to the employment start date. If you are concerned about something from your past showing up, talk with the Office of Career Management to determine the best approach for discussing it with a potential employer.

Credit Checks

So, you’ve convinced a company to let you manage millions of their company’s dollars, but you keep forgetting to pay your Old Navy bill…Houston we have a problem! An employer will assume that if you haven’t been fiscally responsible in the past, you likely won’t be in the future. If you have any concern about what might show up on your credit report, meet with Scarlet & Gray Financial

Drug Testing

Just like you learned in elementary school, it’s best to “Say Nope to Dope!” It’s plain and simple, if you don’t pass the drug test, you won’t get the job. Keep in mind, taking someone else’s prescription can make you fail a drug test. If you have a drug problem and need some help or resources, please contact:

Background Checks

Employers will ask for your approval to conduct a background check and once they receive it, they utilize a variety of resources to see if there are any causes for concern. Examples include: criminal and civil courts’ records, past employment records (always be honest on employment applications), and driving records (they likely won’t let you drive the company car if you were charged with reckless operation of a vehicle).

The moral of the story is, learn from your mistakes, be honest and transparent, and don’t do anything we wouldn’t do!

~ Sarah

Tips for Negotiating Your Job Offer

Fall recruiting is in full swing here at the Office of Career Management, which means that in the next few months, our talented Fisher students are going to be receiving, evaluating and accepting internship and full-time job offers.

When you receive that first offer, your first thoughts might be along the lines of “Someone wants to pay me actual dollars??? Sure, I’ll take it! Woo hoo! Pizza for everyone, I’m rich!!!!!”

Well, hold your horses there cowboy.

While you will be excited upon an initial verbal offer, it is highly advisable to not accept the opportunity right away. Whether you end up negotiating the offer or not, “stepping back” from the initial offer for a minimum of a few days will allow you to assess the offer and identify any potential issues for negotiation.

Here are some helpful tips for negotiating your job offer:

  • Negotiation discussions do not have to be conducted with the human resources representative who may have signed your letter of offer. Unless the company directs you otherwise, the best person to begin negotiation discussions with is usually the individual who has been the most consistent presence throughout the hiring process. Often, this is the recruiter who interviewed you on campus. If you are unsure of where to begin your negotiation, you can call this recruiter to ask.
  • Negotiation discussions are more effective when conducted in-person versus on the telephone. You should schedule a time to discuss details of the offer in order to have the full attention of the person with whom you are negotiating. Attempting to negotiate through e-mail or letter correspondence is discouraged.
  • Enter any negotiation discussion with a positive, civil, collaborative and appreciative attitude— how you negotiate will often be the first indication of how you conduct business.
  • Negotiation is an exploration of options and not necessarily a win-lose proposition—stick to facts and not personalities or subjective feelings.
  • While negotiation is highly recommended (you do not know what you can get unless you ask), it should not be viewed as required or a sign of weakness should you opt to accept the initial terms of the offer (a high percentage of initial offers are fair and determined by market value and your qualifications).
  • While salary is important, do not get too focused or “hung up” on dollars. Think in terms of the entire salary and benefits package being offered.
  • Have a clear decision in your mind regarding your “bottom lines” (salary and benefits), as well as your areas of most flexibility (salary, vacation time, bonuses, relocation expenses, etc.) prior to beginning a negotiation discussion. Decide if your strategy will be to “walk away” if the negotiation does not meet your bottom line, or if you will retreat prior to making a final decision or beginning a second round of negotiation.
  • While it is common for a company to be interested in your salary history as a possible indication of your salary value in the present, do not let this become a sole indicator or rationale. Some sample responses: “My salary history has followed a steady upward path and I have never failed to receive merit increases.” OR “I was earning $___ in my last position; however, I view this position as different from my last position and my skills and qualifications to be stronger as well.”
  • There will come a point in any negotiation where the company will indicate their “top salary offer.” If this salary figure is still short of your expectation based upon your research and market assessment, and you are still interested in the position, your response could establish other elements of the offer as more negotiable. A sample response to the final salary offer: “Even though the salary is not as high as I had anticipated based upon my research, I am still interested. Can we re-visit the package and see if there is anything here that is negotiable such as…(bonus, relocation expenses, performance review dates, job title, insurance, professional association fees, training schedule, tuition reimbursement, etc.).”

Fisher Fall Career Fair 2014

Another Fisher Fall Career Fair is in the books!

On Tuesday, September 9th, the Office of Career Management hosted over 155 employers at our largest career fair to date. Set in the Ohio Union, we were anxious to see the results of a year of planning and hoped for a good turnout.

The result? Approximately 2,000 students attended this event!

The calm before the storm…

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Sidenote: How beautiful are the chandeliers in the Ohio Union? Am I right?

We took over 3 floors this year!

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The Cartoon Room on the 3rd floor was hopping!

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Our two “Ems!” Fisher students Emily George and Emelie Moehler

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A  HUGE thanks to Alpha Kappa Psi members for serving as ambassadors at the event.BxF7Md8CAAE-GGy.jpg large

What an amazing event! Now excuse us while we go recover! ;-)

Our Welcome Party is today!

The Office of Career Management will host a Welcome Party on Thursday, Sept. 4 and we hope you can attend!

The fun starts in the courtyard outside of Gerlach Hall. Drop in anytime between 11 a.m. and 1 p.m. to check out the office, meet the staff and some employer partners, and learn about how the Office of Career Management can help you! Lunch will be provided on a first come, first served basis.

Thanks to the event sponsors – EY, JPMorgan Chase, KPMG, and PwC!

We hope to see you there!


Name Tags are here, ya’ll!

As you probably saw during our Twitter/email campaign this summer, the Ohio Union no longer allows stick-on name tags during any event in their facility. For Fisher students, that means we won’t have those sticky name tags available to print anymore. That’s okay, they’re not really environmentally friendly, and we’re Fisher, so let’s step up our game a bit, shall we?

Thompson Library Name Tag

Look how nice Brutus Buckeye’s name looks when it’s attached to a magnet! Gorgeous.

If you ordered your name tag by the August 21st deadline, stop by our office, 150 Gerlach Hall, and pick yours up! We want to make sure you have yours in time for the Fisher Fall Career Fair, so we have extra staff members on hand to assist you over the next few days.

I mean, look at all these name tags! Seriously.