Avoiding a Renege by Building a Relationship

by Susan Brennan

It’s a job seeker’s market for college students, with many returning from a summer internship with a job offer in hand—long before graduation. It’s a rosy scenario, except for the challenges it poses for both sides: Students are against the clock to accept or bow out gracefully, and employers are challenged to hold a new hire’s attention for nine months. But I have seen some creative and smart ways to avoid a renege.

A lot of companies are building retention plans that include multiple touch points from the time of the offer to the time a new employee actually fills the seat. It may be a simple gesture—sending a care package during final exams or a holiday card—or a larger commitment such as a monthly dinner. Either way, it’s about building a welcoming community from day one. Here’s what some of our corporate partners do to keep new hires in the pipeline:

Build purposeful relationships.

At PricewaterhouseCoopers, all new hires and interns are assigned a relationship partner, career coach, and peer coach. The relationship partner develops a trusting relationship with the new hire, provides insight on demonstrating high performance, and communicates the value of the PwC experience. The career coach proactively schedules time to meet with the new hire, provides ongoing career counseling, and communicates the importance of developing leadership skills. The peer coach establishes a relationship with the new hire so the individual can quickly feel comfortable contacting them with questions, supports their productivity by assisting them with tools needed to immediately begin adding value, and helps acclimate the new hire to the firm.

Hold networking events.

Networking programs provide a more casual opportunity to get to know colleagues and other new hires. Bentley students who have accepted or have an outstanding offer from Liberty Mutual, for example, are invited to attend “LMI Peer Connections.” It’s a platform to network and ask questions about career opportunities and decisions. (And free food is always a hit with college students.)

Get social.

Setting up an app or using social media is an easy way to keep candidates in touch with what’s going on at your company, and to allow them to ask questions. (I’ve see this as particularly useful if someone is relocating.) Using technology to bridge the gap is something that students are comfortable with, as they can do it on their own time: in the dorm room, on the bus, or in the cafeteria.

Create experiences.

Today’s candidates care about experiences. When EY has done campus recruiting at my university, for example, they’ve brought along a petting zoo. (Yes, real chicks, bunnies, and even a little pig). Some companies will make an offer over dinner at a nice restaurant. Whenever you get the chance to create experiences—big or small—do it. Taking the time to go that extra mile won’t go unnoticed. 

Be flexible.

If you have your heart set on a new hire, you may need to be willing to accommodate requests. If a candidate wants to accept an offer but already had plans to first spend six months after graduation doing meaningful work like Teach America, for example, perhaps it’s possible to defer a start date. You may even find ways to tie the experience into your company’s corporate social responsibility initiatives.

Now some tips you can pass on to job seekers

Candidates can also follow some simple rules of thumb to help them decide whether an offer is right for them. (These may also be useful for employers to look at the other side.)

Do some soul searching.

At Bentley, our students actually begin the “soul searching” process during freshman year; but it’s still an ongoing, lifelong process. Identify your interests, passions, and personality. What’s going to keep you inspired and getting out of bed each day for work? Differentiate between logistical aspects of a job offer—salary, health benefits—and other opportunities like culture, mentors, educational reimbursement, and professional memberships. (Try to get away from expectations placed on you by family and friends.) 

Review the offer with career services.

Once you get a verbal or written offer, make an appointment with a career services professional at your school. They can review compensation and benefits, address any concerns, and discus appropriate next steps. (They can also guide you on offer etiquette—whether accepting or declining an offer—as most schools have policies on both.) 

Set (or re-set) your priorities.

Just because an employer didn’t pop open a bottle of expensive champagne during your job offer, it doesn’t mean that they don’t value your work. Companies have different policies they need to follow. Step back and think about the big picture: Is the company culture a good fit? Do they offer great benefits? Is there opportunity to grow? 

Ask for an extension.

If you aren’t sure whether to accept or reject an offer, companies are typically sensitive to giving you time to make an informed decision. If you have a month or two, for example, take that time to explore what else is out there. In the end, employers will respect the time you took in making a well-thought decision. But, remember, deadlines are set to give employers time to reach out to other candidates, so the sooner you break the news, the better for everyone. 

Have difficult conversations.

A student came to me with a job offer in hand; he loved the company but not the actual job he was offered. In a case like this, it’s okay to talk with the employer and explain that you would love to work for them, but perhaps in a different role. Just be sure not to wait until the last minute or send an e-mail. Pick up the phone and have a candid, respectful conversation. (A career services professional can guide you through these kinds of conversations.) 

One last note to employers.

In the end, a renege is sometimes unavoidable—and could even be a blessing in disguise: If a new hire has reservations about accepting the job, they will likely show up unhappy and may end up not performing well if their head isn’t in the game. 

The reality is that it’s a new world order and talented candidates are driving corporate strategy. But retaining the best and brightest during these competitive times is possible. Be solutions oriented, and you’ll negotiate a mutual win.

susan brennanSusan Brennan, Associate Vice President for University Career Services, Bentley University

LinkedIn: https://www.linkedin.com/in/susansandlerbrennan
Twitter: @BentleyCareerSB
Facebook:  https://www.facebook.com/bentleycareer/?fref=ts
Website:  http://careeredge.bentley.edu/