Hiring Our Students
Hiring Gabelli School of Business graduate students helps them to launch or advance their career, while providing your business with employees who are eager, willing, and able to learn as they work. Our goal is to make the hiring process seamless, ensuring a positive and productive experience for the prospective employee and the employer.
Hiring Policies and Procedures
We’ve established policies and procedures that can help to clarify important aspects of the hiring process, while providing clear guidelines for best practices. For details on any of these policies, please email [email protected].
To ensure you are aware of recruitment time tables and other details of the recruitment process, we have developed helpful resources listed below. Please refer to them and familiarize yourself with important dates and best practices.
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Full-time offers extended to students as a result of a summer internship should remain open until October 31.
Full-time offers extended to graduating students during the fall recruiting process should remain open until November 15, or for two weeks from the student’s receipt of the written offer, whichever comes later.Full-time offers extended to graduating students during the spring recruiting process should remain open until March 1, or for two weeks from the student’s receipt of the written offer, whichever comes later.
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We request that employers inform students of their status in a recruitment process no later than two (2) weeks after an interview, whether that interview is held on campus or off campus. In addition, we request that employers also inform us of the outcome of recruiting activities, i.e., offers extended to and accepted by graduate business students.
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Internship offers extended during fall recruiting should remain open until November 30, or for two weeks from the student’s receipt of the written offer, whichever comes later.
Internship offers extended during spring recruiting should remain open until March 15, or for two weeks from the student’s receipt of the written offer, whichever comes later. -
The Fordham University Gabelli School of Business, Graduate Business Career Development office believes all students should receive compensation for their work, and employers are expected to compensate students for internships by paying the New York City prevailing minimum hourly wage. For profit-based organization employers are required to provide compensation.
(1) Fact Sheet #71: Internship Programs Under The Fair Labor Standards Act provide general information to help determine whether interns and students working for “for-profit” employers are entitled to minimum wages and overtime pay under the Fair Labor Standards Act (FLSA).
(2) The New York State Minimum Wage Act and Wage Orders contain the state’s rules for pay and overtime. These rules are in addition to those required by federal law, including the Fair Labor Standards Act. This is a guideline to help decide if a for-profit business that has interns must pay them according to the state minimum wage and overtime rules.
We recognize that non-profit organizations do not always pay their interns, yet they still provide a meaningful learning experience. Therefore, the following Unpaid Internships Policy & Guidelines must be followed by non-profit organizations to recruit Fordham Gabelli graduate business students for unpaid internships:
- For non-profit organizations, students can work without compensation.
- Offering the option of academic course credit is at the employer’s discretion.
- For the employer and career management administrative purposes of posting the internship on the careers portal to advertise the opportunity to eligible students, the compensation field will read as follows, “Unpaid Internship” or “Unpaid Internship for Academic Course Credit.”
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Employers are prohibited from extending exploding offers, which give a candidate an extremely short window to accept an offer.
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If a student is taking an unreasonably long period of time to respond to an offer, please contact our office so we may address the issue internally.
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If an employer must withdraw an offer, the employer should contact our office immediately. Similarly, if a student reneges on an acceptance of employment, the employer should notify the CDC immediately. Appropriate steps would be taken to review the situation before action is taken.
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Hiring international students requires a slightly greater investment of funds and completion of paperwork than hiring domestic students, but the rewards are worth the additional effort. International students have the advantage of having lived—and sometimes worked—in multiple countries, gaining cultural sensitivity and insights that can be or great value to your business. Their global viewpoint, adaptive skill sets, and ability to often converse in several languages can provide a tremendous advantage for American and multinational companies.
The Gabelli School’s Career Development office offers specialized support for employers who are interested in hiring international students.