How we doing Kay? Everybody getting in? Yup, we are in. You can go ahead and get started and I'll let folks in and as they show up. Perfect. Well, welcome everybody. Thanks. Thanks so much for making some time and joining Kay and I this afternoon. We'll talk a little bit about job offers. So my name is Kimberlee Swartz most people call me Kim, but I answer to both. So wherever you feel comfortable saying, and I work at the Central Career Center and Barnes Hall on campus. And I'm the Associate Director here and I'm the Manager of Employee Relations Professional Readiness Programs. And I'm joined today by my colleague, Kay Lewis. Now I'll let Kay introduce yourself and talk a little bit about her role in today's presentation. Great, Thanks. Hi all! I am Kay Lewis and I am one of the Career Development Associates in Arts and Sciences Career Development. So I work with students of all different majors and have all different areas of career from exploration up until making those plans or whatever that next step is. Today, I am mostly here to provide some administrative support. I am going to be looking and keeping an eye on the chat box. So as you have questions, if you want to put those into the chat box, I am happy to pose those to Kim as she's going through her presentation. We might hold some of them to until the end. They're a little bit more specific to make sure that we get through the content and then have some time at that end for questions. So feel free to put those into the chat box. Great Thanks so much Kay. So we're actually going to turn our video off so the recording won't show videos in it because we'll post the recording following the presentation today. So bare with me while I figure out zoom and turn off my camera here. Okay, great. So thanks Kay. Thanks for being here to offer support today. So I guess we'll go ahead and we'll dig right in. So let's... so today's goals of today's program. So gain an understanding of the job offer landscape. provide a frame... see I can't talk, I guess. Provide a framework for making decisions. Learn about resources and tools that can help. And answer some questions. As Kay said, few during the presentation or save some at the end to make sure we get through all the material today. So this is what we referred to as our Career Development Process. We'd like to start our workshops with this Career Development Model, which really does define the way we approach career support here at Cornell University. Our Career Development model is that circular process and involves Understanding Yourself, Exploring Your Options, and Taking Action. Maybe take note of all of the arrows... that's purposeful. It's because you're continuously going through this loop. You've all probably been through this a loop at least once. If in fact you currently have a job offer. And if you don't currently have an offer, your internship or your work and I getting an offer, you're finding yourself somewhere in this process. This next slide is the NACE Career Readiness Competencies. So the National Association of Colleges and Employers, Cornell University is a member of this organization, and it is the premier organization for employers and colleges. And so employers have said that these are the things that we need to see a new hires for them to be competent for taking charge of their career development. So career self-development, communication, and critical thinking, equity, inclusion, leadership, professionalism, teamwork, and technology. You probably have a pretty good understanding of each of these competencies. I would like to point out that career and self-development means a lot about how you behave as a professional. It's related to professionalism, work and work ethic. But it also is about how you take responsibility for your career advancement. This slide, oftentimes shows up at the end of the presentation and we'll see it there again. But I wanted to talk a little bit about our Career Development Toolkit. So if you're not already enrolled in this class on Canvas, I encourage you to do so. It's a very valuable resource for all things career development related. And I'll refer to this several times during the presentation because there is a module in the kit, specifically on job offers. And I highly encourage you to check it out if you haven't already. Even if you have to go back to it again, as you're working your way through a job offer you might currently have or a future job offers. So you have a job offer or you expect to get one. Or you hoping to get one? But let's talk about job offers. So to accept, not to accept... Is it the right offer? Do you have more than one offer? Regardless of where you are in that particular continuum, you will at some point get the offer letter. So first let's talk about that. So may come in the form of an e-mail and or e-mail attachment. Some companies today have that process connected to their HR management system. So you may get a link and you log in to an HR management system for the company. And you may that may be where you see the details of an offer versus coming through an e-mail. In the old days, if you will, came through snail mail, right? You got an official letter in the mail and then you sign documents and sent them back and and all of that. Today, most everything is electronic. That's not to say that there couldn't be a firm out there, small firm in particular that may still use sort of, you know, the hard copy to make an offer to you. So what's in the offer letter? Your job title, your starting salary, bonus, or other terms, your start date. How are you supposed to accept the offer? What's the date by which you have to accept? Sometimes benefits, policies and procedures, pre-hirer requirements. Pre-hire requirements could be drug screening, background checks, things like that. And we'll talk a little bit about those on the next slide. So understanding the terminology, things that you may find in the offer, letter, base, salary benefits, drug screening, electronic signature, background checks, I-9 processing. And so if you check out the Job Offer module in Canvas. There's more information about each of these terms, and find some, you know, more formal definitions, if you will. A couple of things that students often have questions about ... I often hear, so what is an exploding offer? And what does at-will employment mean? So an exploding offer is an offer of employment or compensation terms that is retracted if you don't accept within a very short period of time. When we talk about at-will employment. At-will means an employer can terminate an employee to any time for any reason, except in a legal one or for no reason without incurring legal liability. Likewise, an employee is free to leave a job at anytime for any or no reason with no adverse legal consequences. So this is the typical employment scenario in the United States. So this is not applicable to Union positions or contractual positions that state otherwise. So the employer can say at anytime can can separate from you and you can separate from them at any time unless you know, you're in a contract or union position. So one of the things I'd like to talk about here, this is sort of like little legal ease, if you will, about at-will employment. Sometimes students will get a job offer and they accept it. And then somewhere down the line, they get another offer. And then they say, Well, I like this offer better. So I'm going to now I'm going to say no to the other employer. So you may have a legal issue on your hands because an at-will employment. We want to make sure that you protect your personal reputation. This would be what we would call a renege, right? So you've accepted a position, you get another offering you say, Oh, I don't want that offer anymore. I'm sorry, I can't take that and you take the other position. And if you find yourself in a situation where you're concerned about you have an offer. Somehow you'd find yourself with another offer content, someone in Career Services, we can help you work through that process. Any thoughts about that Kay that you might add? No, I think that you're hitting that. I think one question about the at-will employment that I often get is a little bit more questions around life without reason in terms of being terminated from a position. I don't know if that's something to talk with folks about before. I'm a little bit, but if you want to add so some flesh on the bones, I'd be happy to do that. Yeah. So I think one thing that's sometimes students are concerned with as they can just stop me at anytime when we're talking about an at-will employment, that's generally not something that would happen when you're signing something for at-will, like Kim said, that's a typical employment scenario. And generally, if you're being cut from a position, there will be a reason behind that. Oftentimes you'll have that writing on the wall or have a conversation with an employer who's going to let you know that maybe you're not meeting their standards or things like that. So it's not typical when you sign that at-will employment offer, that it's just going to be yanked out from under you all of a sudden. Yes, this, That's great clarification. They can, but it's very rare that it would happen. That's exactly right. Alright. So here we go, show me the money, right? So we think about job offers. We often the first things we think about our are, the salary, is there a signing bonus, or moving expenses, be covered? Are there is their incentive pay? We think about the things that are dollars and cents, right? The monetary part of the, of the offer. And something to think about, you know, is it enough? Is it competitive? Are their bonus actions? So some things I often say to students is, you know, think about the cost of living because maybe the offer is $50 thousand dollars. That sounds great. In Ithaca, I would do great with $50,000 for a year. But if I had to go to San Francisco, what does 50,000 dollars mean, right there? San Francisco, we look at salary, cost of living calculator to find that San Francisco is nearly three times as expensive to live in San Francisco. When we look at a city like Chicago. Ithaca and Chicago come out when you look at the cost of living layer to be pretty, pretty similar. Okay. Sorry, folks, I got that your computer is about to restart. I said no, you're not. okay. What's my train of thought there for a minute. But let's talk about the other parts of the offer, if you will, when it comes to the benefits package. So the salary is one part of it, right? The sort of dollars and cents you're going to get. And then thinking about the employee benefits package. it's a big portion of your overall compensation package. They're going to get salary and then benefits. And often times you're benefits package could be 40 percent or more of a salary. So if I'm talking about a $100 thousand salary, that the company is contributing 40 thousand more dollars to cover all of the benefits that come as part of your compensation package. And thinking about these different quadrants in the slide here we're looking at health, wealth, work, and life. And sometimes later in the presentation we'll talk a little bit about negotiation. Sometimes the work and the life boxes, maybe easier to negotiate, right? Or performance review for a bonus. Could you get that if you wanted a little bit more money. For your bonus. Maybe you can't get more, but you can get your performance review pushed up a little there a little bit sooner. You don't have to wait a whole year, you can get it in six months or eight months or something like that. So what are the so now that we've talked about sort of the compensation package, both your salary and your benefits. Let's talk about some of the other pros and cons, if you will, of, of a job offer. So your colleagues, age, diversity, gender, race, ethnicity, interests. Are their communities within the particular firm? Are their employee research resource groups? If you're not familiar with employee resource groups. These are voluntary employee led groups made up of individuals who joined together based on common interests, backgrounds, or demographic factors such as gender, race, or ethnicity. Where will you live? Do you wanna live in a city? Do you wanna live rurally? Do you want to live in the suburbs? Where do you want to be, right? So there's, where will you live? Where do you want to be, right? Does a job offer require you to live in a city when you really want to be in a suburb or live rurally. Today, this to look somewhat different as we think about how we work right? Within the virtual world we find ourselves in today. How would you get to work? When you walk? You take the train or a subway? Will you commute? Will you commute by yourself in your own car? Will you carpool with others? Or will you, right? Is the job of home, hub, or hybrid? We work solely from home, the office or a combination of both. If you have an all heard that phrase, yeah, At home, hub, and hybrid. So from home, from the office for a combination being hybrid. Do you get to decide this or the job predetermined to be one of these options? Or is this another one of those points where you might be able to negotiate a bit. What are your growth opportunities? Are there opportunities for further education, training, advancement. You have any questions about these slides so far, Kay? Nope. No questions so far. Good. Anything else that you would add to some of those pros and cons? Well, I think that we hit a lot of those. I think one thing that I always recommend is really do that self searching. Before you make those decisions, it's easy to be swayed one way or the other if you haven't thought about those things to just taking some time as you're starting that job search. Some of you already have offers, so you may not you may have taken that time already. Or sit and think about that, what your life is really going to look like working at that particular company. Working in that particular location. It's really helpful to do that self-reflection. For sure, yes. And that goes back to, you know, I think about the Career Development Model that was one of our first slides. You know, what are your interests? What are your values? Now that you are getting ready to accept a job. Really going back and thinking about who are you? What's important to you? Does, does this job align with those values and interests because you'll spend a good amount of your, your day or your evening, whatever the case might be with the folks you're going to work with and doing this particular job. So giving it some careful thought, that's a great point. So you have the offer, you've done some careful consideration. Is it the right job as a salary, right? All of those different things. And so now you have to decide how do I respond to the offer, right? So there's some different things that you might be thinking about. You might, the offer may give you a particulate will give you a date you need to respond by maybe you need to request an extension for a variety of reasons. We'll talk a little bit more about that. Maybe you'll accept an offer. You're totally happy with the offer. Everything's great and you won't negotiate, you just accept the offer. You'll indicate interests. And that will be a way for you to open the door for negotiation. So you say that this offer sounds sounds really good to me. I have a few questions. Can we set up a time to chat a little bit about this? And that's where you can begin to have a conversation around negotiation. Or and then if that's the case, then you would be able to accept their offer after negotiations. If you are successful negotiations and you maybe adjusted your salary, gotten yourself a few more vacation days or whatever that looks like. Now, you'll want the company to give you an updated offer letters. So now you'll accept the offer, the new offer, if you will, that's after the negotiation. And then the another option may be that you decline an offer. Remember, because you have an offer doesn't mean you have to accept that right there. Maybe resubmit you have another offer that you decide is a better fit for you given where you are today in your your career development and your career journey. Or you may just decide that it's just not the right position for you. And so you would decline the offer, you would do that obviously, very professionally. You never want to close any doors because down the road we may find, you know, two years, three years, ten years from now, that you would be interested in working for that particular firm. So you always want to make sure that you declared the offer in a very professional manner that leaves the door open for you. And if you go to the Career Development toolkit, the job offers and negotiation module, you'll find a sample correspondence for each of these responses, if you will. So let's talk a little bit about requesting an extension. This is probably one of the number one things that I meet with students about when it comes to job offers because they're looking for an extension beyond the date that the employer has requested their acceptance or decline of an offer. So I'm going to click ahead a slide, we might click back and forth a little bit. So Cornell actually has both Students Rights and Responsibilities and that's one document and then there's one called Employer Policies and Offer Guidelines. And they both of those documents include a section, as you see here, for when a written offer is extended. And then the earliest response date. This is according to Cornell Career Services. And keeping in mind the word guidelines, our employer partners have been made aware of these. There may be some employer partners that someone is new role or they didn't realize this was our formal policy forever the reason. But we have those available so you could share this with an employer if you need to or want to. And also the Student Rights and Responsibilities document is also on our website. If you're in the the Toolkit and the job offer section, you will find in the response for the response sample for can I have an extension, you'll find a link to the employer offered guidelines there so that you could share that with an employer if you wanted to do that. So basically Cornell sets up for full-time offers for 2022 start date, and for summer 2022 internships. And you'll see... So here, say you're at a summer internship in you receive your full time offer before 8/31/2021 are recommended earliest response date would be October 1. And you can read through these and, and check out where you fall within when the written offer was extended. Remembering that this is a guideline. And that we can't force an employer to abide by them. But most of the time if you let an employer know that these are the guidelines, they'll often work with you to try to either meet the exact date or get closer to it than they are. So basically the date by which you want to make a decision or that you need to make the decision about if it's before Cornell's Employer Offer Acceptance Guidelines date. You might say that, you know, Cornell's recruiting guidelines say that students should have until "X" date to make a decision. And you could put a link in there to the guidelines. Then you can also think about, as you're thinking about, am I going to ask for an extension? You know, are they offering you a monetary incentive to decide early? Sometimes there are bonuses for if you're respond by particular dates. Maybe the bonus starts at 10,000, If you're respond by September 1st. It's 5,000 if you respond by September 21st. And there's no bonus if you wait until 10/1, right? So that might be a possible scenario. And then another consideration is, you know, so if you're going to ask for more time to make your decision. How much more time would you like? Will you realistically be able to interview with other companies during that timeframe. How you respond if the employer isn't willing to give you more time. Sometimes that's the case in need to be prepared for that. Regardless of where you are and how much more time you need to ask for or if you're not sure if you should ask for more time or whatever. I suggest you certainly check in with Career Services with an Advisor, Coach. In either are central Barnes Hall office or an appointment with an Advisor, Career Coach in your college. To help you with this. Sometimes it's just, you just need to kinda know what you want to do. You just kind of talk through with someone else and they can help, you know, help you come up with a good strategy. And so having said all that, you know, being prepared for, if it's, you know, sorry, we can't give you more time. Where I think that sometime it, sometimes can be a little startling to students because they really think that, of course, are getting more time because Cornell's guideline says 11/1 or it says 10/1. But sometimes, like I said, these are guidelines and an employer for whatever reason is, is not willing to, to meet our response date. And that's another reason for you to check in with us because sometimes if you'd like us to reach out to the employer, we would never do that unless you want us to. We can help them actually reach out to an employer. Or we can help you think about... Can you make a decision without getting the extended date? So there's lots of things to think about, lots of things to work through. And if this is the first time you're doing this, if you don't have other folks sort of in your circle of advisors, whether that's family or friends or colleagues or fellow students. We're here to be one of those advisors serve on your advisory boards like you're the chair of the board and then you have all these different advisors. They can give you great advice. And if you don't have someone In your other advisors in your life, that this is one of the things that they can help you with. We certainly can help with this. So please do reach out to us. And I always tell students as soon as you have the offer, if you know you're going to want an extension or you think you do come and see us right away. It's always tough if you just like two or three days away from when you have to give the response for us to be able to help you. But we still will help you regardless of what date is before the response. But always more helpful the sooner the better you can loop us into that conversation. Let's see here, let's click back. I think. Take a look at this. So maybe accept an offer without negotiating, maybe you've decided that the offer is exactly what you want. It's fair. You know, it's the offer that all other students who are going to be first year associates are be offering, you know, that the firm doesn't negotiate for their entering - first year analyst or whatever. Maybe you know that and so you know that there isn't any wiggle room and you're not going to be able to negotiate. But maybe you do want to negotiate, Right? Is okay and negotiate. Some students are nervous about that. Sometimes we see women in particular not negotiating and we see that sort of in the data out there, some of the pay gap data that's out there, you know? So always be professional and negotiate on facts not feelings. If you're asking for a higher salary, for example. Talk about your prior experience. Talk about salary data. You can get some of that from Glassdoor or from Cornell's Post Grad Reports for particular industries or positions. And think about, and talk about cost of living. So think about, you know, what are the facts here and not how I feel. Negotiate on fact, not emotion, you know, the best you can sometimes, I mean, it's really hard to do that, but that's the best way to go about it. The other question that always comes from students is, what happens if I negotiate and they rescind my afterward if they take it away because I want to negotiate. That goes back to if you always are professional negotiate you know, sorta on facts and not feelings, you're going to be totally fine. An example might be, you know, if if someone is a real jerk to their recruiting coordinator, if you will, at that company and says, You know, I'm worth way more money than that. And obviously you're not going to say that I'm being a bit facetious. But in the 15 years I've been at Cornell. I only know one student that had an offer rescinded. And it wasn't fact because that student was a jerk, just like I just shared with you. He was just obnoxious and we got a call from the company. But all the students I've had the privilege of working together with and helping with negotiations. That does not happen it as long as you are professional. Me an employer may say, Jeez, I'm sorry, but I just can't do that and that's okay. But you won't know unless unless you ask. And that's a great point. Yeah. We did have a question. Is there a way to tell and what situations negotiation is appropriate? Yes. So let me see here to do, but let's click ahead. Here's a couple of slides. So what's even negotiable, right? So maybe this will help and I'm happy to do some follow-up. Maybe you have some thoughts to Kay. So some items maybe negotiable, some may not be. I think, you know, do some of your homework ahead of time and, you know, so that, you know, is it are you making a reasonable "ask" if you will. So if you know, you've gone too, maybe you'd like Glassdoor and you've looked at Cornell Post Grad Reports. And you can see that this position, software developers are making $75 thousand, blah, blah, blah. And that's kind of the range of the array to 75 to 80 thousand. And you're asking your thing about negotiating for 95 and you don't have some really special, significant experience that another student is going to have. Then you're not going to have, you know, that's that's a good position to be in as you think about negotiating. I think that it's always okay to ask. You don't want to ask if you if you know that this is a great offer, I can tell it's a great offer. Talked to my career center and they say, yeah, this is right in line with what we're seeing. Then it may not be appropriate to ask then. Right. But but I think depends, I guess. What the student actually means by appropriate? I think it's always okay to ask. Right? There's, there's no harm in asking, especially if you're being reasonable, right? You may find yourself with a firm that hires maybe a lot of first year analyst that you just know right up front, that they don't negotiate and that may be part of what you just know from being an intern over the summer that may have already been shared with the entire intro class. Right? Then you know that it's probably not appropriate to try to negotiate that, right? And that you want to start out on a real positive note with the company. What are you thinking of Kay, as you see that question? Yeah, I agree with you on that, Kim, I think. I always recommend, you know, it's worth it to try as long as your professional, as long as you're coming in with those facts. It's worth it to look at what's being offered and see what are some areas that you feel like would be really helpful for you to want to make that decision, to go with that firm. Being prepared to make a decision if they say no. So I always recommend trying. And then in those situations where you do have someone who says, we do not negotiate salary. That's a time, maybe not too. However, maybe they negotiate something else. If they're saying we don't negotiate salary, maybe you can negotiate that salary progression, in terms of when your gonna be evaluated. So thinking about those things, that would be helpful for you? Yeah. 100 percent! Yes, and, you know, thinking about, you know, sort of those boxes back on the earlier slide. You know, there may be some other things that you could negotiate. Yeah, exactly. And so I think, you know, what are the, you know, if you can successfully negotiate a higher base salary, I always look at that as a real win for students, for anybody, not a student but anybody in their, in their career as they're starting a new job. The reason I say that is future salary increases are often based on your base salary. Right? So as a percentage, so we're going to get a 5% pay increase. Your annual salary increases maybe 5%, and they're based on your base salary. Sometimes 401 K company contributions or a percentage based on your base salary. So you get sorted that you know that compounding the exponential of facts. So if you can get your base salary higher, to me, that's always one of the, you know, that's like the number one thing that I look for, for our students. It, if they can negotiate to get somewhere in the base salary. But if you can't get that. Sometimes you can get a little bit more on a signing bonus or something like that because that's a one-time payout to an employee. It's it's not. So how getting the base salary higher is an exponential positive effect for you. As an employer can't do that, but they can do a one-time add-on to a signing bonus. That doesn't have sort of a negative effect, if you will, and what it's going to cost them down the road. Right. So that might be not as heavy of a lift for someone to be able to get to a little bit more money for a sign on bonus. Right? Or something like that. And this is one of those saints I was talking a little bit before about sort of, you know, the gender pay gap. So the American Association of University Women, their study show that, you know, negotiating is one way to shrink the gender pay gap. And we do find that women are less likely to negotiate salary. As well as, you know, sometimes you know, some, some other identity groups as well are less likely to negotiate salary. If you feel you're not sure where I feel that's not something you should do. It could be cultural, it could be lots of reasons. You know, talk to a Career Coach because we can help you with that. If, you know, if you have the experience and you can, and you can negotiate on fact, not feelings. We want to make sure that you feel very confident and that you can effectively negotiate some extra base salary or other things in your job offer. Other things you might add to that, Kay? I think that's a really good point in, I like what you were talking about in terms of culturally. The stuff that we're talking about now is really based on U.S., based on working in the U.S. If you're looking at different international experiences, if you're going to be working in various countries, it is helpful to get a feel for what the norm is in that particular company or culture, because that will shift in, in cultures outside of the U.S culture. Yeah. Great point. Thank you, Kay. Okay. Let's see, I'm just gonna skip back just to make sure... let's see... So, thinking about negotiating, you know, you're going to send that that that email that says, geez, you know, I have a few questions, can we talk? You never want to negotiate through email. You want to negotiate through a Zoom call or through a phone call, stuff like that. And if you're successful, like we talked about before, you know, getting the salary increase, or getting some extra vacation time, whatever that looks like. Then that's going to end up being, you know, follow up, new offer? letter. And then you're going to respond after the negotiation. Then we talked about declining an offer. So I think we've covered all of these, but they're all important points. And you find all of them, the Career Development Toolkit on the job offer negotiations. There's an entire section on this. It's very detailed and gives lots of examples. Let's see here. So let me see. So today I think about, you know, so flexible work arrangements. I think today more than ever, maybe negotiable, right? So just given the pandemic, this is one of the things that we've seen some big shifts in, you know, and I think the dust hasn't settled yet. But that may become a great negotiation option for people. Let's see, relocation expenses. Thinking about that it's not inexpensive to relocate. So thinking about that, you know, you need a little extra money or something that. In some companies have, you know, we'll have a set standard on that. You may not be able to at all, but doesn't hurt to ask. It goes back and just making sure that you ask in a professional manner. And a salary progression, how often are you evaluate range of raises that goes to what Kay was speaking about. Or maybe you can get if you can't get more money, your base salary, but maybe you don't have to wait for a whole year to have your first salary review. If you can get that six or nine months. Let's here. Oh, here's a Career developer Toolkit as promised, it shows up in the resources section, again. We've talked a lot about this. Highly encourage you to get in there and use it if you haven't had chance. Here are some useful salary and job offer links. NACE, that's National Association of Colleges and Employers that we were talking about back when we talked about the competencies. They had a salary calculator. There, a cost of living calculators out there, Glassdoor. Several of these you may already have some experience with. Gender pay gap resources. And in the job search... Sorry, I said it backwards. If you're in the Job Offer module, there's a section on the gender pay gap resources. And then there are other referrals that will send you back to the Job Search module. That will help you with resources for, you know, when, when maybe Americans with Disability Act resources and different resources like that. To help you as you're researching and figuring out if this is the right company, if it's the right job offer, etc. So you will see referrals from them. The Job Offer module, back to the Job Search module with some other valuable resources and links associated with different identities. And these are some helpful Career Services links. So, CUeLINKS if you're not familiar that's like LinkdIn, but for our Cornellians. Handshake, remember you get, we highly encourage you to have an appointment with a Career Coach or an Advisor to talk about your job offer, develop a strategy, or any other career development questions that you have. We have a media library. And we have some upcoming CCS events. The link there. This is our Barnes Hall, is our central office, so it's some information about us there. And upcoming workshops and events so on August 10, if you're interested in fellowships, There's an Introduction to Fellowships. August 17, Medical School Interviews are coming up. And then doing a workshop on that. September 1 and 2, Career Fair Days. We thank you for your feedback. Kay, Do you put this link in the chat? What do you normally do? Yes, I can put it we can put it in the chat. I'm also going to e-mail the slides outs. So we will be e-mailing these slides so that you can click into these things. In that e-mail will be that link, again for you to have for yourself so that you can fill that out. Any of your feedback is always helpful for us as we are developing these workshops for you. We'd like to know what's working for you, what's not. What else would you like for us to see? So taking some time to that, will be very helpful and we appreciate it. Perfect. Then I think our last slide is our, you know, famous question slide. I'm going to turn my camera back on because I feel like I haven't been able to see anybody for the whole time. And I like to see people As you know, we do have some questions already in the box. First question. What is the next step after accepting the offer? We've got a multi-parter here in the chat box. What is the next step in the job offer? What does the background check, include? What is the best time to ask for promotion or salary? Promotion or salary increase. I like even more forward thinking, that's great. I love it. I think we're thinking about promotions and salary. I think that a lot of that could be related to the company's culture. And I think you sorta have to get a lay of the land when you get there. It just depends on where you're at, what your skill set is, what job, you know what position you started. What opportunities might present themselves, right? I've known people that get a promotion within, within the first year, right? Because the right opportunity opened up at the right time. You know, you are interested in, you are able to apply to the position internally or whatever and move forward. So I think it's situational. What does a background check include? Depends on the company. Financial, criminal, if you will. So if you're going to be for, for government positions and or contractors, oftentimes your security clearance and those background checks are much more in depth. What is the next step after accepting the offer? Yeah, I think so. Oftentimes, you want to follow the instructions on the HR folks or your Miring Manager, whom ever is giving you those, you know, in making sure that you get all of your deadlines, right? Sometimes you get an e-mail with a link that says, maybe if your company requires a drug screening, for example, you have to do this within 48 hours. So make sure you're really keeping track of e-mail. And that when you get an e-mail that you look at it right away because sometimes there are those little things that you're like, Oh my gosh, I didn't realize I was going to happen, right? Doesn't happen a lot, but it does happen sometimes. So basically, I think, you know, following the instructions, onboarding will happen, right? So Hiring Managers or HR folks, you know what I'm doing all of your paperwork and learning all about the company orientation, things like that, you know, getting you ready for the first day of work. Sometimes that happens on your first day there. A lot of companies, especially if they're hiring big incoming classes, if you will. They have like two or three set dates for on-boarding. Right. So one might be June first, one might be July first, one might be September first. If for some reason you can't make those, it's important that you have those conversations with HR Managers right up front to find out how you might work that out. Lots of paperwork involved. Filling out your I-9's and your W2's and all these different pieces. Choosing which health plan you want. So sometimes you'll be having conversations with the HR folks and they can also help walk you through the benefits that you understand what you're choosing or you understand what those benefits are. The best thing is clear and open communication, right? It's better to ask an extra question. That's a wonder that, you know, not do something that they really wanted to do. Yeah, We have a question from that, that little, that's a little off topic. But when do engineering students start applying for jobs in their fields? Thinking about that application timeline. Yeah, so that's the pens and you know, actually what type of engineering involved with like civil engineering, you know, their recruiting processes later in the season, if you will. Where software engineering might be like year round. So there's a big demand, but it's very, very competitive. And we see those dates becoming earlier and more closely associated with the finance world and the consulting world. So I thinking I'm making sure that you're checking in with the Engineering Career Center. They'll really have their finger on the pulse around that. And also, you know, keeping track and Handshake when jobs are being posted. But different engineering fields follow different timelines. But generally speaking, for university students, you know across the entire country. There's always that real big up tick right at the beginning of the semester. And then you know, that kind of levels off recruiting is still occurring. Oftentimes is a real big up tick at the beginning of the semester. And as I alluded to finance, consulting, and even more so now with software, we're seeing that seep into the summer months and/or like, you know, day one that you're kinda back on campus. So really kinda keeping your eyes open. So when you look, if you go to the Career Development Toolkit and you look in the, I think it's in the Job Search module, you'll find like a chart that actually shows the different sort of timelines for recruiting for the different industries. And so that might be a great place for you to check out too. Any other questions that folks have, you're welcome to put them in the chat box or unmute yourself and ask it verbally. Feeling brave. Please do make appointments with Career Services folks know to really, sometimes it's great just to sort of talk out loud what your strategy is going to be. You may know full well, what we're gonna do sometimes it just helps is to say it out loud. I'm gonna stop our recording.