Are You Rescinding The Offer?

COVID-19 is a bitch for business, but are you thinking enough about the people being impacted?

Protect Your Brand is a Limited Podcast Series. The Chad & Cheese call on a real cast of experienced characters including Gerry Crispin, Principal & Co-Founder of CareerXRoads, Deb Andrychuk, VP of Client Services with Shaker Recruitment Marketing and Steven Rothberg, Founder and President of answer the questions employers should be asking themselves.

Lead question: What impact to their campus hiring efforts will employers experience if they rescind job offers to students and recent grads?

Support provided by our friends at Shaker Recruitment Marketing - COVID might keep us at home but it won't keep us quiet!


Disability Solutions helps companies find talent in the largest minority community in the world – people with disabilities.


Intro: Hide your kids, lock the doors, you're listening to HR's most dangerous podcast. Chad Sowash and Joel Cheesman are here to punch the recruiting industry right where it hurts. Complete with breaking news, brash opinion and loads of snark. Buckle up boys and girls, it's time for The Chad and Cheese Podcast

Chad: Hey, I'm Chad Sowash of The Chad and Cheese Podcast and I'm joined by my partner in crime, Joel Cheesman.

Joel: What up?

Chad: We have Gerry Crispin-

Gerry Crispin: You bet that.

Chad: ... recruiting soothsayer and founder of CareerXroads.

Joel: Best beard in the industry, right there.

Chad: That's damn right.

Joel: One day, Gerry.

Gerry Crispin: Yeah, [crosstalk 00:00:48].

Chad: Deb Andrychuk, industry veteran, and VP of recruitment branding goodness over at Shaker Recruitment Marketing and that's actually your title, right?

Deb Andrychuk: Yeah. That's my title today, I like it.

Chad: And last, but always least, Steven Rothberg, president and founder of Big applause for everybody.

Joel: Don't forget, Shaker, proud sponsor of The Chad and Cheese Podcast,

Chad: Proud sponsor-

Deb Andrychuk: That's right.

Chad: ... of The Chad and Cheese Podcast. The theme of today's discussion is protecting your brand in the realm of college recruitment. And first question goes to Gerry Crispin. Okay, Gerry, if employers rescind job offers to students and recent grads, will they experience a negative impact in future campus recruiting?

Gerry Crispin: Yes.

Chad: What should they do about that? So that they don't experience it?

Gerry Crispin: Not do that. You got to be kidding me. You don't resend a promise that you've made, you have to be able to engage around that. So I will tell you that we've had lots of our members who've had these kinds of conversations of late, and I would tell you almost every one of them did not rescind any of that. Some of them delayed it.

Chad: Okay.

Gerry Crispin: Some of them moved, in fact, one company moved it an entire year, in terms of how long they delayed it. But most delayed it in a relatively short period of time. Most of them changed it obviously. I mean, you're not going to have a whole bunch of people coming in when they can't be moving anywhere. And when their parents are going to tell them, you're going to travel where, to do what?

Chad: Yeah. That's enough.

Gerry Crispin: That's not happening. So virtual internships and virtual onboarding for full time folks has become pretty much what's happening now. And there's an awful lot of folks who can get into the details of how they do it. Everybody's doing it a little bit differently. But if somebody figures out that we don't have hiring managers who are going to be able to oversee work for these folks, and we want to give up hiring from early hires and everything else, they better find some nice way to provide a parting gift and some support for those folks to be able to go and work with motivation from their competitors, if they really have to do that. The companies that rescind work for early hires are going to be remembered for the rest of those hires lives and not in a good way.

Chad: Seems like-

Gerry Crispin: That's just not going to be a good thing.

Chad: I think as humans, we have a short memory. Steven, I'm sure you've seen big brands do this before in the past. And they've been able to come out of it. How did they come out of it?

Steven Rothberg: I've never seen a situation where so many companies are all hit, all at once in such a short period of time. And, at least in some minds, so unexpectedly. And where almost nobody could go to work as work normally was almost overnight. So I think everybody was in panic mode. We were all trying to just keep our families safe, how am I going to pay the rent? How am I going to pay the mortgage? How am I going to get food? All that. So I'm not surprised that a lot of these employers were at least considering rescinding. We are seeing a lot of companies rescind offers. I suspect that the companies that Gerry is talking about are mostly Fortune 1000 companies, but a lot of small startups, absolutely rescinding. And some of them-

Chad: Do you think they're going to get a pass?

Steven Rothberg: Oh, hell no. And they shouldn't. I wrote a blog article earlier today, KPMG and PWC, two of the big four accounting consulting companies. What they did was remarkable, generous, brilliant, self-serving in a great way, everything. So they said, "Well, rather than coming to work for us as a paid intern for the next 10, 12 weeks, we're going to create a virtual internship for you for two weeks, so that you can at least have a feeling for what it's like to work here, you'll get to know your boss and throw you a little bit of a bonus summer." That's nice. But what was really amazing is that every single one of their 2020 interns have already received offers for 2021 entry-level employment. So when they graduate next-

Chad: Wow!

Steven Rothberg: ... May, they have a job.

Chad: They don't even know how good this guys are.

Steven Rothberg: And we're talking 10 to 15,000 people for each of these employers .

Gerry Crispin: And that's more common than just PWC, et cetera. Because there's a lot of competition out there for these interns, particularly. And so I think I've seen a dozen companies change the time frame and offer similar kinds of things for that. The one last thing I really would like to say though is that, the small companies don't do a lot of interns and hiring when you look at the 4 million kids who are out there, it's the large companies that are really doing the bulk of that kind of hiring.

Steven Rothberg: People say that small business employees, most Americans, it's actually really not true. And serving as an only career, it skews heavily to large employers.

Joel: Is it fair to say that companies, while they've put the brakes on everything, most if not all are expecting to put pedal to the metal, full gas a year from now, that's the expectation.

Gerry Crispin: That's their hope.

Steven Rothberg: I would say-

Deb Andrychuk: I think they're pushing it off to later this year too, I don't think it's even just waiting until next year. I'm seeing a lot of our clients are just delaying, abbreviating the time. There's a large employer, I just started working with who just went through a huge round of layoffs and they did push the start bids out until next year. And, they took a lot of criticism for it, but I thought it was really ingenious on their part. I mean, they're trying to do the right thing. They also gave a lump sum of money to those new hires. And I agree with Gerry 100%, I mean, you never want to rescind when you've already given someone an opportunity, but I also think that you'd have to think about last one in as first one out. And so what does that do? If you bring someone in as a new hire and then, what if COVID lasts and other six, eight, nine months, and that person just ends up getting cut anyway? I don't know. I mean, is that better? I think the new hire is going to be mad either way.

Steven Rothberg: ... Yeah, it's an interesting question.

Deb Andrychuk: Really, I mean, I think a lot of it boils down to why are you rescinding? Two, How are you communicating that? And it better be delicately, compassionately and like Gerry said, "It better have some package with a bow on it and you need to have something that you're giving to them." And I think it's also really looking hard at, what are alternative ways that we could put this person up, so.

Steven Rothberg: And Deb from a marketing and communications firm standpoint, I suspect that your advice to your clients was, communicate what you know, communicate what you don't know. Right? Don't just go radio silent.

Deb Andrychuk: Yeah.

Steven Rothberg: That drove me nuts in March and even into April where students had authors last September and every three, four weeks, they'd get a gift basket, an email, or a phone call, or a text, whatever, until about the 10th of March.

Chad: Uh-huh (affirmative).

Steven Rothberg: And then nothing, silence.

Gerry Crispin: I think a lot of it is from-

Deb Andrychuk: Yeah.

Steven Rothberg: They didn't know if their boss was in the hospital, if their job was there or not, in some small percentage, but it was still significant, of the employers were saying, "Well, we can't tell them because we haven't made our plans yet." The fact that you're making plans is somet