INTERNSHIP GUIDE FOR EMPLOYERS CAREER DEVELOPMENT CENTER

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Melinda Owens
6 years ago
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1 INTERNSHIP GUIDE FOR EMPLOYERS CAREER DEVELOPMENT CENTER

TABLE OF CONTENTS Introduction..... 1 Checklist... 2 Internship Posting Criteria.

2 TABLE OF CONTENTS Introduction Checklist... 2 Internship Posting Criteria... 3 Recruiting and Selecting an Intern... 4 Orienting Your Intern... 5 Part-Time Job vs. Internship... 6 Legal Issues

INTRODUCTION The Career Development Center at Susquehanna University supports students who are engaged in experiential learning opportunities related to their career interests and offers strong

In fact, 90 percent of Susquehanna students complete at least one internship, practicum or research experience before graduation.

3 INTRODUCTION The Career Development Center at Susquehanna University supports students who are engaged in experiential learning opportunities related to their career interests and offers strong supervision, mentoring and networking opportunities. This guide will assist you in navigating the internship process at every stage. Internships are an essential piece of the Susquehanna experience. In fact, 90 percent of Susquehanna students complete at least one internship, practicum or research experience before graduation. Furthermore, 100 percent of our students study away in a culture different from their own during their four years at Susquehanna. It s no wonder our students are high-achieving, culturally competent, critical thinkers ready to make a positive impact in the workforce. The Career Development Center invites you to consider hiring an intern from Susquehanna. Some benefits for you as an employer are: Assign important projects to interns that would not otherwise be completed. Market your company through ongoing campus relations and word of mouth. Collect outside perspective to inspire new ideas or solve current issues in your workplace. Create a talent pipeline. MEET THE EMPLOYER RELATIONS TEAM! CHECKLIST We will support you in order to create the best learning environment possible as you prepare to onboard an intern. Consider the following: Do you have the time in your schedule to hire interns? What are logistics of the internship (timeframe, location, hours, wage)? Have you discussed insurance liabilities with your HR department? How many interns can you support? If more than one, will they work as a team? What qualifications would make an intern at your organization successful? What projects will the intern be assigned? How will you ensure that the projects are strong learning experiences for students? Will you pay your intern? Are you aware of the Fair Labor Standards Act and how it relates to unpaid interns? Will the intern be responsible for a culminating project to show evidence of their learning? Who will supervise the intern? Will the intern also receive mentorship in some capacity? Where will the intern work and what items (computer, phone, printer, etc.) will they need to be successful in this position? Allie Grill Assistant Director of Career Development T: E: grilla@susqu.edu Keesha Moore Employer Relations Coordinator T: E: moorelt@susqu.edu Employer Internship Guide 2

4 INTERNSHIP POSTING CRITERIA An internship posting with Susquehanna University s River Hawk Recruiter, an online job and internship board, allows only SU students to view and apply for the position. Please contact Employer Relations Coordinator Keesha Moore at moorelt@susqu.edu or to learn more about this resource. To post your position, the Career Development Center requires the following information: EMPLOYER INFORMATION: 1. Name of organization 2. City, state location 3. Industry JOB DUTIES/RESPONSIBILITIES: 1. Outline the specific assignments that will be given to the intern and what daily tasks they will accomplish. 2. If the organization is large, define the particular workgroup or division the student will be under. 3. Since internships are learning opportunities, ensure that clerical (copying, filing, fetching coffee, etc.) is not a dominant part of the internship experience. 4. Is networking, professional development and mentorship a part of the intern s experience? If so, describe these opportunities. This is an important element when distinguishing internships from part-time work experience. QUALIFICATIONS: State what you are ideally looking for in an intern. Are you looking for someone with a particular skill, academic background or prior experience? You may even list soft skills, such as strong written or verbal communication, organization, and attention to detail if an essential piece of your recruiting priorities. HOW TO APPLY: Provide detailed instructions on how you d like students to apply. Is it through your organization s website? What documents do you require (résumé, cover letter, references, writing sample, etc.)? Do you want applicants to you? Specify these preferences in the how to apply section to avoid confusion. MISCELLANEOUS: 1. Application deadline 2. Internship start and end dates 3. Number of hours per week and typical work schedule (e.g. Monday Friday 8 a.m. 5 p.m.) 4. Wage RECRUITING & SELECTING STUDENTS WHEN SHOULD INTERNSHIP RECRUITMENT BEGIN? Begin recruiting at least 3-6 months before the internship start date to ensure a strong applicant pool. Starting early allows more students to apply and gives employers a chance to fully screen applicants to hire a perfect fit. WHAT ARE THE BEST RECRUITING STRATEGIES? Most students complete internships to gain experience with their future career in mind. That said, creating a compelling description that makes the student see the benefit of working for your organization and the skills they will gain is imperative. What is unique about your experience? The best way to meet prospective interns is through participating in on-campus recruiting. Plan to engage in at least one recruiting strategy at Susquehanna University throughout the academic year. For a complete guide to recruiting at Susquehanna, visit WHAT GOES INTO SELECTING AN INTERN? Believe it or not, you begin crafting a candidate pool as soon as you identify your internship needs. Are you looking for only juniors or seniors? Does the intern need any prior knowledge or skills relevant to this field? If so, what? Are you searching for a particular major? By making these specifications in your internship description, you will encourage certain students to apply to your position. When you ve achieved a strong candidate pool, it s time to begin selections. Depending on the size of the applicant pool, some employers may interview every applicant, while others will pick the top candidates. It is an expectation that an interview (phone, video or in person) is a part of your selection process. HOW CAN I APPEAL TO SUSQUEHANNA STUDENTS IN PARTICULAR? We recommend that internship terms match the semester schedule at SU: FALL: SEPTEMBER DECEMBER SPRING: FEBRUARY MAY SUMMER: JUNE AUGUST Try sticking to a predictable recruiting schedule. Knowing that your organization will recruit an intern each spring, for example, allows the Career Development Center to prepare students in advance and build awareness of the opportunity year-round. 3 Employer Internship Guide Employer Internship Guide 4

5 ORIENTING YOUR INTERN A successful internship program includes a strong orientation at the beginning of the internship term. Some elements of positive acclimation include: A tour of the work area, including emergency procedures. A PART-TIME JOB VS. AN INTERNSHIP Both an internship and a part-time job are excellent ways for students to gain relevant experience. Susquehanna University distinguishes between jobs and internships to ensure that students, when completing an internship, are involved in a rigorous learning environment that connects back to their course of study. Introduction of staff members. Be sure to mention how the intern s work may intersect with individual employees when appropriate. Develop a schedule with the intern that fits around their other responsibilities as a student, ensure that the intern and their supervisor have a regular meeting time to discuss progress and learning objectives. Spend some time reviewing office basics this may be your intern s first time using a copier, office phone, etc. Set the tone for the intern regarding office culture and professionalism. What are the procedures for calling in sick? What is the dress code? Are breaks appropriate? MAIN DIERENCES BETWEEN A PART-TIME JOB AND AN INTERNSHIP INCLUDE: PART-TIME JOB Completed for monetary gain Learns job to complete work adequately, not necessarily for learning purposes Assigned work which may not be professional in nature No specific start/end date or timeframe that corresponds with academic calendar Supervisor is authority figure INTERNSHIP Completed for pay/no pay, credit/no credit (credit and compensation are not synonymous) Learning objectives reflect the goal of the student, employer outcomes and academic requirements Projects assigned are purposeful and professional; college-level appropriateness Typically part-time during semester or summer months, with occasional extensions Supervisors are mentors and aid in the learning process 5 Employer Internship Guide Employer Internship Guide 6

LEGAL IMPLICATIONS Below are some legal questions to consider before you bring an intern on board. WILL THE INTERNSHIP BE PAID? The U.S. Department of Labor Wage and Hour Division clarifies through the Fair Labor Standards Act (FLSA) that an internship can legally be unpaid if it meets all of the following: 1.

6 LEGAL IMPLICATIONS Below are some legal questions to consider before you bring an intern on board. WILL THE INTERNSHIP BE PAID? The U.S. Department of Labor Wage and Hour Division clarifies through the Fair Labor Standards Act (FLSA) that an internship can legally be unpaid if it meets all of the following: 1. The internship, even though it includes actual operation of the facilities of the employer, is similar to that which would be given in an education environment. 2. The internship experience is for the benefit of the intern. 3. The intern does not displace regular employees, but works under close supervision of existing staff. 4. The employer who provides the training derives no immediate advantage from the activities of the interns and, on occasion, the employer s operations may actually be impeded. 5. The intern is not necessarily entitled to a job at the conclusion of the internship. 6. The employer and the intern understand that the intern is not entitled to wages for the time spent in the internship. HOW MUCH SHOULD I PAY THE INTERN? If your organization is for-profit, you must pay the intern minimum wage or above if ANY of the above six criteria are not upheld. By paying the intern, they are considered an employee of your company or organization according to the Department of Labor. Nonprofits, government agencies and educational institutions are exempt from the FLSA. WHAT ARE THE BENEFITS OF PAYING AN INTERN? Applicant pools are more diverse and competitive. Interns are fully focused and dedicated to your workplace, satisfying their financial obligations. Interns satisfy your return on investment, allowing you to measure intern contributions to your workplace. CAN EMPLOYEES HIRE AN INTERN FULL TIME AFTER THE DURATION OF THE INTERNSHIP? Yes. However, we do not encourage the practice of an unpaid internship serving as a long-term interview. We re here to help you design or enhance your internship opportunities. Please contact the Employer Relations Team with any questions. THANK YOU FOR YOUR INTEREST IN RECRUITING AT SUSQUEHANNA UNIVERSITY! GO RIVER HAWKS! 7 Employer Internship Guide

7 CAREER DEVELOPMENT CENTER

INTERNSHIP CENTRAL A HANDBOOK FOR EMPLOYERS

INTERNSHIP CENTRAL A HANDBOOK FOR EMPLOYERS GCP Contacts SHANA MARBURY General Counsel and Vice President, Strategic Initiatives and Research 216.592.2249 smarbury@gcpartnership.com ANGELA FINDING Director