<p>Has anyone’s student received a job offer (let’s say during Senior year) and then asked for a deferral for an September 1 start instead of June 1? Was it successful?</p>
<p>Not that I know of.
Why such a long deferral?
If it’s a job he really wants, I’d ask for a couple weeks at most.</p>
<p>Sure, but the employer can say no. Many employers start all the new hires on the same day so that they can do training. It’s actually common for new jobs to start around July1 as employers know grads want some time off.</p>
<p>It definitely depends. You can ask, as EK4 says, but they can say, “No,” especially if they want all new hires to start and get trained together. </p>
<p>Agree with a ice especially if they are bringing on several new folks to train. </p>
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<p>@emeraldkity4 I sent you a PM.</p>
<p>But basically it is because she has commitment the summer of graduation that she earned and it is what it is. She wants to apply for jobs in her field during the “typical” senior job cycle (September-December with offers coming end of December) and I can see how they would want her to start with everyone else. She will be an Actuary, with more than likely three exams passed by the time she starts, and many students are in different places in their exam cycle so she has some hope that she will be able to defer.</p>
<p>She is considering placing on her resume that she available for work on August XX. I would think if she does that and an offer is made, they would make the offer contingent on that statement. What she is doing that summer will be on her resume as she has already started the activity and it will be a commitment through that August.</p>
<p>I think it will be different for each employer - - there will be kids graduating after summer sessions also looking for jobs so many companies are flexible - but some are not. She might want to mention this upfront when she looks - so companies with strict starting dates (for whatever reason - training etc.) are ruled out.</p>
<p>Don’t refer to it as a deferral (that is a college term). If this commitment is some kind of honor or community service type thing she could promote it during her job search and use it in her favor.</p>
<p>I suppose she can ask. But really, in this job market, I’m not sure I would.</p>
<p>If it is a service project that extends during the summer, that might be viewed more favorably than an extended vacation. </p>
<p>She needs to weigh her priorities. </p>
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<p>I would 100% say if falls under this category.</p>
<p>Ah…then this should be on her resume. She should clearly indicate the duration of this commitment so that employers will know what she is doing before they make a job offer to her.</p>
<p>@thumper1. What she will doing will end a 20 month commitment so it will definitely be on her resume.</p>
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<p>This seems the perfect solution. And since she’s clearly been engaged in a long term activity (and that will be evident from her resume), prospective employers shouldn’t have any difficulty understanding. (And there are plenty of kids who won’t even finish school until August. Not everyone graduates in June, after all.)</p>
<p>I had actually just asked my advisor about this a few weeks ago. I am getting married and honeymooning a month after graduation and wasn’t sure how to navigate that. She told me to put it in my cover letters. (Luckily, I’m in a fairly flexible field so YMMV)</p>
<p>Good luck to her 
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<p>My DS got a job offer last Spring, to start soon after graduation. When he asked his employer if he could start later in the summer, they made it very clear that if he wasn’t willing to start when they said the job was available, others would want it. It almost ruined his job offer discussion. Lesson: tread lightly.</p>
<p>It completely depends on the employer. My employer said that we could start within any reasonable time frame (presumably something within a year of the offer), though I choose to start right away. Other companies will be more strict. </p>
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<p>I am thinking if she puts it on her resume/cover letter they wouldn’t offer the job in the first place if they were not willing to accept the term. The fact is her dates can’t budge, so it will just come down to finding an employer that will accept this and understand that frankly, it will make a better employee (by nature of the activity) </p>
<p>Back in the day at my firm at least one newly minted graduate and new hire was permitted to start in January of the following year. I think she was just one of about 20 graduates hired that year. In today’s economy I might not take the risk. Weigh the rewards and the possible loss.</p>
<p>I totally misunderstood the OP. I thought this student already HAD a job offer, and hoped to delay the start of the job. </p>
<p>If the person is not available until August, and clearly states the reason, it will be up to the company to decide whether a later start date is possible. </p>
<p>This graduate may simply NOT be offered jobs with earlier, and inflexible start dates. </p>
<p>Agree she just won’t get calls back from people that want her to start right away. How big of a deal that will be will depend on who she wants to work for, I guess. The companies that I ended up interviewing with didn’t do on campus recruiting, don’t specifically target new grads in any way, and could not be less interested in people who can’t start immediately. I have only heard of one case of us offering a job to someone who wasn’t available immediately, and right now we are kind of desperate for anybody. This would be a problem for any graduating senior, not just ones with summer commitments. But I would imagine that companies who like to recruit new grads as a matter of course would be more used to this kind of thing and perhaps more accommodating. </p>
<p>I started my job search “late” by CC standards in late March, early April senior year and I met with a lot of hesitation over the fact that I wouldn’t be available until after graduation at the end of April. These were all jobs I found on the job board from my campus career center, so I don’t know what they expected, but people wanted me to start immediately. </p>
<p>@emaheevul07. Her job field is heavily recruited via on campus job fairs and most firms have “college” programs that recruit Sept-Dec for after graduation placement. But they recruit both semesters, so I am hopeful they have rotational starting times or that the start times are not rigid. Like I said earlier, in her field graduating students can be in different places in their progress and not everyone starts on the same level.</p>