AnInternshipGuideforEmployers

DearValuedEmployerPartner,ThankyouforyourinterestinhiringtalentedSetonHillUniversitystudents.TheCareerandProfessionalDevelopmentCenterisinterestedindevelopingpartnershipsthatbenefitemployersandtheirrecruitmenteffortsaswellasourstudents.Internshipsareimportantintheprofessionaldevelopmentofourstudents.Infact,studentsinALLmajorsatSetonHillmustcompleteatleastoneexperientiallearningopportunitypriortograduation.ThisInternshipGuideforEmployerscontainsinformationregardingtheinternshipprocessatSetonHillUniversityandisdesignedtoassistemployerswithdevelopingandmaintainingqualityandimpactfulinternshipprograms.Thisguideprovidestoolstohelpcreatenewprogramsorstrengthenexistinginitiativesandincludestopicssuchas:¡  GoalDevelopment¡  CompensationPlanning¡  StudentLegalIssues¡  MentorshipOurgoalistoensureemployershavetheresourcesneededtoestablishandgrowtheirprogramsfortalentedstudentinternsaswellastoprovidetools,procedures,andframeworksthathelpSetonHillstudentshavequalityinternshipexperiences.InadditiontotheInternshipGuideforEmployers,theCareerandProfessionalDevelopmentCenterisavailabletohelpemployersdevelopqualityinternshippracticesthataremutuallybeneficialtoemployersandstudents.Welookforwardtoworkingwithyou!Sincerely,RenéeStarek,DirectorCareerandProfessionalDevelopmentCenterSetonHillUniversity

2

¡  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.

19

GeorgeCarteristhemaincontactforemployersintheCareerandProfessionalDevelopmentCenter.However,wewelcomeemployerstoreachouttoanystaffmember:RenéeStarek,Director,CareerandProfessionalDevelopmentCenterrstarek@setonhill.edu(724)838-4276GeorgeCarter,AssistantDirector,ExperientialLearningandEmployerRelationsgcarter@setonhill.edu(724)552-4390HeidiSchuman,AssistantDirector,CareerDevelopmenthschuman@setonhill.edu(724)838-4286