DearValuedEmployerPartner,ThankyouforyourinterestinhiringtalentedSetonHillUniversitystudents.TheCareerandProfessionalDevelopmentCenterisinterestedindevelopingpartnershipsthatbenefitemployersandtheirrecruitmenteffortsaswellasourstudents.Internshipsareimportantintheprofessionaldevelopmentofourstudents.Infact,studentsinALLmajorsatSetonHillmustcompleteatleastoneexperientiallearningopportunitypriortograduation.ThisInternshipGuideforEmployerscontainsinformationregardingtheinternshipprocessatSetonHillUniversityandisdesignedtoassistemployerswithdevelopingandmaintainingqualityandimpactfulinternshipprograms.Thisguideprovidestoolstohelpcreatenewprogramsorstrengthenexistinginitiativesandincludestopicssuchas:¡ GoalDevelopment¡ CompensationPlanning¡ StudentLegalIssues¡ MentorshipOurgoalistoensureemployershavetheresourcesneededtoestablishandgrowtheirprogramsfortalentedstudentinternsaswellastoprovidetools,procedures,andframeworksthathelpSetonHillstudentshavequalityinternshipexperiences.InadditiontotheInternshipGuideforEmployers,theCareerandProfessionalDevelopmentCenterisavailabletohelpemployersdevelopqualityinternshippracticesthataremutuallybeneficialtoemployersandstudents.Welookforwardtoworkingwithyou!Sincerely,RenéeStarek,DirectorCareerandProfessionalDevelopmentCenterSetonHillUniversity
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¡ Studentsaugmenttheirworkexperience,honeimportantworkskills,developtheircareergoals,andestablishconnectionsthatmayproveusefulthroughoutthespanoftheircareers.
¡ Providestheopportunitytoexpandandconnectclassroomlearning
undersupervisioninawork-basedcontext.¡ Aidsindevelopingspecificskillslikeresumebuilding,career
readinessskills,andsoftskills.¡ Helpsstudentsevaluatepotentialcareerfields.¡ 100%ofSetonHillUniversityStudentpopulationparticipatein
experientiallearningviainternshiporrelatedcareeractivity.
¡ Internshipsgiveemployersaccesstoapoolofmotivatedindividualswhobringfreshthinkingandinnovationtotheirworkplace.
¡ Internshipscanalsoserveasarisk-freepipelinetomeettherecruitmentneedsofthebusiness,organization,oragency.
¡ Allowsforemployerstoassessprospectivecandidatespriortomakingapermanenthiringdecision,improvestheefficacyofthedecision-makingprocessandincreasesthelikelihoodofasuccessfulmatch.
¡ Internshipsprovideleadershipandmanagementgrowthexperiencetothebusiness’existingstaffmemberswhooverseetheinternshipprogramanditsparticipants.
¡ Internshipscanexpandthevisibilityofthebusiness,organization,oragencythroughpositivepublicrelationsandhiringinterns.
§ Doyouneedsomeoneforaspecificproject?§ Isgeneralsupportneededaroundtheworkplace?§ Doyouwanttheinterntogetatasteofeverythingyourorganizationdoes?
§ Willyoupaytheintern?§ Willyoucreateadesignatedworkspacefortheintern?§ Whatacademicbackgroundandexperiencewilltheinternneed?§ Whowillhaveprimarysupervisoryresponsibilityfortheintern?§ Whatwilltheinternbedoingday-to-day?§ Willtherebespecialeventsfortheinternbeyondtheday-to-daywork?
¡ Itisuptotheemployertodecideifandhowmuchinternswillbepaid.Mostdeterminepaybasedonstudentclasslevelandtypesofresponsibilities.
¡ PertheUSDept.ofLabor,theFairLaborStandardsActrequires“forprofit”employerstopayemployeesfortheirwork.Interns,however,maynotbe“employees”—inwhichcasecompensationisnotrequired.Employersshouldnotethebestpracticetopayinternswhenatallpossible.
¡ Courtshaveusedthe“primarybeneficiarytest”todeterminewhetheraninternorstudentis,infact,anemployeeunderFLSA.
¡ Inshort,thistestallowscourtstoexaminethe“economicreality”oftheintern/employerrelationshiptodeterminewhichpartyisthe“primarybeneficiary”oftherelationship.
¡ Whenconsideringinternpayrates,itisrecommendedthatemployerconsider
carefullywhatthe“averagewage”forinternsfromaparticularuniversityorgeographicareais,thecostofliving,theopportunitiesforpaythatstudentsgiveupwhenacceptinginternshipsinsteadofpart-timejobs,andwhattypesofcandidatestheemployerwouldliketoattract.
1. Theextenttowhichtheinternandtheemployerclearlyunderstandthatthereisnoexpectationofcompensation.Anypromiseofcompensation,expressorimplied,suggeststhattheinternisanemployee—andviceversa.
2. Theextenttowhichtheinternshipprovidestrainingthatwouldbesimilartothatwhichwouldbegiveninaneducationalenvironment,includingtheclinicalandotherhands-ontrainingprovidedbyeducationalinstitutions.
3. Theextenttowhichtheinternshipistiedtotheintern’sformaleducationprogrambyintegratedcourseworkorthereceiptofacademiccredit.
4. Theextenttowhichtheinternshipaccommodatestheintern’sacademiccommitmentsbycorrespondingtotheacademiccalendar.
5. Theextenttowhichtheinternship’sdurationislimitedtotheperiodinwhichtheinternshipprovidestheinternwithbeneficiallearning.
6. Theextenttowhichtheintern’sworkcomplements,ratherthandisplaces,theworkofpaidemployeeswhileprovidingsignificanteducationalbenefits.
7. Theextenttowhichtheinternandtheemployerunderstandthattheinternshipisconductedwithoutentitlementtoapaidjobattheconclusion.
THEBETTERYOURJOBDESCRIPTION,THEBETTERYOURCANDIDATEPOOL!ITEMSYOUSHOULDINCLUDE:
§ Nameandlocationofthebusiness§ Companydescription/Mission§ Positiontitle§ Knowledgeandskillsrequired§ Major/Degreerequired§ Workhoursanddays§ Descriptionofdutiesand
responsibilities§ Durationoftheinternship
experience
¡ Compensation,academiccredit,orboth
¡ Requireddocumentstoapply:resume,coverletter,writingsamples,transcripts,lettersofrecommendation,etc….
¡ Companyrepresentativewithcontactinformation
¡ Applicationprocedureanddeadline
¡ CollegeanduniversityCareerCenters§ Begintoestablishyourbrandoncampus§ Postingthroughcareermanagementsystems(i.e.Handshake)§ Hangcatchypostersoncampus§ Emailsenttotargetedstudentgroups§ Includeincampusevents
¡ Facultycontacts¡ Employer’swebsiteandsocialmediaplatforms¡ Internshipandjobpostingwebsites¡ RegionalJobfairs(i.e.WestPACS,WANT,etc…)¡ ChambersofCommercemailingstoemployers¡ Industryspecificconferences
¡ Emphasizetheprofessionalgrowthfortheemployeesupervisingtheintern
¡ Sharetheinternshipjobdescriptionandseekinput¡ Discusstheworkplanandtasksfortheintern¡ Discusstrainingandeveryone’sspecificroleorresponsibilityto
theintern¡ Sethighexpectationsandestablishanexpectationof
accountability¡ Createamediumforregularcommunicationandfeedback
betweenthesupervisorandtheintern¡ Leavesomeroomforflexibilityandchange.Allintern
assignmentsshouldsupportthestudent’slearningobjectives.
¡ Consistencyiskeywhenreviewingapplicationmaterialsandconductinginterviews
¡ Scheduleinpersoninterviewswheneverpossible,butaninitialphoneinterviewisfineifyouplantohavemultipleinterviewswithcandidates
¡ Astandardlistofquestionsshouldbeusedthatgaugestrengths,interests,skills,andexperienceofcandidates.Forexample:
1. Whatdoyouknowaboutourbusiness,organization,oragency?2. Whyareyouinterestedininterninghere?3. Whatknowledgeorexperiencedoyouhavethatisrelevantforthisposition?4. Whatstrengthsand/orweaknessesdoyouseeinyourself?5. Howwouldyoudescribeyourabilitytoworkonateam?6. Howdoesthisinternshipalignwithyourpersonalandprofessionalgoals?7. Doyouhaveanyquestionsforus?
¡ Hiringshouldbeagoodfitfortheemployerandthestudent.Whenyouarereadytomakeyourfinalselection,notifycandidateswithanyofthefollowinginformation:§ Offerletter/email§ Contract(ifapplicable)§ Placementdetails§ Contactinformationforworkplacesupervisors§ Orientationlocationanddetails§ Dresscodeandworkschedule§ Parkingandlogistics
¡ ItisalsoagoodpracticetoinformthosestudentsyouDIDNOTselect.
¡ OrganizationalBackground§ History/Values/Structure§ Whatsetsyourorganizationapart§ Populationtargetedbytheworkofyourorganization
§ Commonacronymsindailywork
¡ InternshipProgramStructure§ Expectationsforinterns§ Pertinentdatesandevents§ Guidanceforinteractingwithsupervisorsandcoworkers
§ Detailsonevaluations
¡ OrganizationalCulture§ Timeandattendance§ Dresscode§ Holidaysandclosures§ Lunchandotherbreaks§ Emergencyprotocolsinpayprocedures(ifapplicable)
§ Trainingforofficeequipment§ Confidentiality/securitypolicies§ Touroffacilities§ Policiesonpersonalcalls,cellphones,emails,workplacebehaviors,etc…
¡ Workassignmentsshouldbelinkedtothestudent’scareergoalsandlearningobjectives.
¡ Studentsappreciatecleardirectionandfrequentfeedbackregardingwhatandhowtheyhavedone.
¡ Itisimportantthatinternsperceivethattheirworkiscontributingtotheorganizationinameaningfulway.
¡ Keypointstoprovidingqualityworkactivities:§ Createchallenging,butrealistictasksstudentscancompleteinathreemonthperiod
§ Ifneeded,workwiththefacultysupervisortoensureyouaremeetingthelearningobjectivesofthestudent
§ Articulateexpectedoutcomesorproducts§ Workwiththestudents’particularstrengthsandadjustworkaccordingly
¡ Studentwilllooktoyouasamentor.Youshouldprovideallfortheskillsnecessaryinaneffectivesupervisoryrelationship.§ Leadership,Motivating,Delegating§ Communicating§ TrainingandEvaluating
¡ Meetwithyourinternregularlytoprovideperformancefeedback.§ Askthemtoreportonstatusofprojects§ Explainhowtheirworkiscontributingtotheorganization§ Discusstheirstrengthsandareasforgrowthanddevelopment§ Givethemasenseoffutureprojects
¡ Ifthestudentisreceivingcredit,youwillhaveinteractionswiththefacultysupervisor.Thispersonshouldbemadeawareofanyissuesthatmayarisesothathe/shecanhelptofindasolution.
¡ Inadditiontoregularmeetings,youshouldevaluateyourintern’sperformanceatthemidpointoftheinternshipandattheconclusion.Consider:§ Qualityandtimelinessofworkproduced§ Abilitytotakedirection§ Workhabits§ Areasforgrowthanddevelopment
¡ Encourageyourinterntokeepaportfolioofworkaccomplishedduringtheexperience(ifnotproprietary).
¡ Considerprovidingthestudentwithaletterofrecommendationattheconclusionoftheinternshipifhe/shedidexemplarywork.
¡ Returnallnecessaryevaluationstothefacultysupervisorbydeadlinesgivensothatafinalgrademaybegiventothestudent.
1.Practicereasonable,responsible,andtransparentbehaviorby:¡ avoidingharmfulactionsbyembodyinghighethicalstandards.¡ clearlyarticulatingandwidelydisseminatingyourorganization’spolicies
andguidelines.¡ guaranteeingequitableservicesforallconstituenciescommensurate
withprofessionalassociationstandardsandprinciples.¡ resolvingdifferencesandaddressconcerns.¡ nurturingsustainablerelationshipsthatarerespectfulandtranscend
transactions.
2.Actwithoutbiaswhen:¡ advising,servicing,interviewing,ormakingemploymentdecisions.¡ definingwhatconstitutesemployment.
3.Protectconfidentialityof:¡ allpersonalinformationrelatedtocandidatesandtheirinterviews,and
theirengagementwithservices,programs,andresources.¡ studentinformationrelatedtoprofessionalplans.
4.Ensureequitableaccess:¡ withoutstipulationorexceptionrelativetocontributionsof
financialsupport,gifts,affiliation,orin-kindservices.¡ intheprovisionofservicesandopportunitieswithout
discriminatingonthebasisofrace,gender,genderidentity,ethnicity,sexualorientation,religion,nationalorigin,disability,age,oreconomicstatus.
¡ byproactivelyaddressinginclusivityanddiversity.
5.Complywithlaws:¡ associatedwithlocal,state,andfederalentities,includingbutnot
limitedtoEEOcompliance,immigration,andaffirmativeaction.¡ inatimelyandappropriatewayifcomplaintsofnon-compliance
occur.¡ andrespondtocomplaintsofnon-complianceinatimelyand
prudentmanner.
OnbehalfofSetonHillUniversityCareerandProfessionalDevelopmentCenterweareexcitedtoinviteyoutojoinHandshake-amodernplatformforcollegerecruiting.Handshakewillofferyourcompanymanygreatnewfeatureslike:¡ Managingallyouroncampusandoffcampusrecruitingneedsat
nocost.
¡ Amobileexperience-updateyourjobpostings,viewapplicants,andmoreallwhileonthegousingHandshake'sresponsivedesign.
Signingupisveryeasyandtakeslessthan5minutes.Followthislinktogetstarted:setonhill.joinhandshake.comOnceyouhavecreatedyouraccountinHandshakeanditisapproved,youwillbeabletopostactiveopportunitieswithinyourorganizationforstudentsandalumni.
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GeorgeCarteristhemaincontactforemployersintheCareerandProfessionalDevelopmentCenter.However,wewelcomeemployerstoreachouttoanystaffmember:RenéeStarek,Director,[email protected](724)838-4276GeorgeCarter,AssistantDirector,[email protected](724)552-4390HeidiSchuman,AssistantDirector,[email protected](724)838-4286