Career Management Employer Policies
Employers, the policies have been carefully designed with the students' best interests in mind and are based on years of recruiting experience and students' feedback about their concerns.
The following are basic requirements all employers must meet for activation of a FisherConnect account:
An email address associated with your employer/organization website domain (no Gmail, Yahoo, Hotmail, etc). Individual contact names and email addresses should match whenever appropriate
A functioning website that clearly relates to your employer/organization and contains helpful information about your company for the potential applicant; website should not be in a pre-launch/beta phase nor contain "coming soon" language. Social media websites (Facebook pages, blogs, Twitter feeds, etc.) cannot take the place of a company website.
An employer/organization address that is easily identifiable as a place of business. Addresses should not be a contact's personal residence.
The following types of positions are not accepted for posting by FisherConnect:
Multilevel marketing plans, also known as “network”, “matrix”, or “pyramid” marketing, are a way of selling goods or services through distributors. These plans typically promise that if you sign-up as a distributor, you will receive commissions — for both your sales of the plan’s goods or services and those of other people you recruit to join the distributors. Multilevel marketing plans usually promise to pay commissions through two or more levels of recruits, known as the distributor’s “downline.”
It is not deemed appropriate use of Fisher College of Business resources to support multilevel marketing companies. Cooperation with such entities, therefore, will be minimized and carefully controlled. Services will not be extended for the use of Fisher College of Business facilities to meet with candidates, access to resumes, or participation in Fisher College of Business sponsored job/career fairs.
*Select portions taken from “The Bottom Line About Multilevel Marketing Plans” published by the Federal Trade Commission.
It is not deemed an appropriate use of Fisher Career Management resources to accord significant support to for-profit employment services. For-profit employment services, also referred to as third-party recruiters, are defined as those agencies, organizations, or individuals seeking candidates for employment opportunities other than for their own needs. This policy also applies to individuals affiliated with third party recruiting organizations at any level, including those hiring for internal positions such as recruiting and sales.
Cooperation with such entities, therefore, can be expected to be minimized and carefully controlled.
Third Party Recruiters will not be given access to resume search tools, on-campus interview schedules, interview rooms, on campus career fairs.
Third Party Recruiters are given access to register with Fisher Career Management to post employment opportunities and collect resumes from interested Fisher students and alumni.
To serve agencies and placement registrants in an appropriate fashion, certain information is needed. Past experience has shown that some third-party recruiters have misled placement offices and students/alumni as to their own identity or the identity of the employer(s) they represent. Therefore, third-party recruiters will be permitted to post listings of their positions with the placement offices only in accordance with the following guidelines.
Definitions of Third Party Recruiters
Third-party employment recruiters and services who may request permission to list positions with University placement offices include:
Entities which list positions for a number of employers and receive payment when a candidate they have referred is hired. Payment is made either by the employer with the opening or by the candidate hired.
Entities which contract with a client employer to provide individuals qualified to perform a specific task or complete a project for the employer. Assignments typically last from two weeks to a year.
Entities which contract with a client to find and screen highly-qualified persons to fill a specific position. The fee for this service is paid by the client employer.
The recruiting process includes several important decisions for the both employer and students. Both parties require time for making decisions as the process moves forward. Employers need time to meet and interview candidates, assess candidates’ skills and organizational fit and students need to time assess how the offer fits with their personal goals and compares to other employment offers.
At Fisher Career Management, we recognize we have two sets of customers. We do our best to give employers access to qualified students, time to make selections and we facilitate scheduling interviews. We also do our best to inform students about their internship or career search and try to insure students have the time they need to evaluate their employment options. Therefore we ask our employers to communicate hiring timelines and employment offer decisions within a time frame that gives students the time they need to evaluate those offers.
Fisher Career Management recommends employers give students 4 weeks from the time of offer or until Nov 1, whichever comes later, to make their decision. With offers for summer internship employment made during the late spring, we realize employers may need to ask students to respond quickly. Accordingly, we still recommend giving students adequate time to truly consider the internship offer; Fisher Career Management believes two weeks is appropriate in these situations.
We recommend that employers do not place unnecessary pressure on students to accept a job or internship offer. Exploding offers, defined as offers that require students to decide within a very short amount of time or face having the offers rescinded, put a great deal of pressure on students to make a decision before they have completed the interviewing process. These recommendations are supported by the National Association of Colleges and Employers. For more information on NACE guidelines about job offers and other recruiting practices, go to Principles for Professional Conduct for Career Services & Employment Professionals.
The Office of Career Management for the Fisher College of Business encourages employers to avoid cancelling interview schedules and recommends that employers follow up with interview candidates to explain why the interviews were cancelled and apologize when appropriate. These recommendations are standard procedures for many of our employers and work to promote a positive and professional image that will serve the employers well.
Last Minute Interview Cancellations
We consider a cancellation of an interview schedule “last minute” when an employer cancels after the time period for candidates to schedule interviews has expired. This is typically within 48 hours of the scheduled interview date.
Process for Cancellations
The Office of Career Management is responsible for changing the status of the schedule to inactive, adding SCHEDULE CANCELLED to the job title, and informing selected and scheduled students via email that the interviews have been cancelled.
It is highly recommended for employers to send an email message to selected and scheduled students explaining why the schedule was cancelled and apologizing when appropriate. Sending this message is simply a good, professional business practice. This message can be sent easily through the schedule’s [Manage List] link in the Preselect Activity box in FisherConnect.