Tammy L. Donaway, PhD
Undergraduate Programs Coordinator
Perdue Hall (PH) 360A
410-548-5564 or ext 85564 firstname.lastname@example.org
ABLE For Employers
How do I recruit interns?
First-review our rules & policies and minimum requirements.
Rules & Policies-effective August 2016
Interning with/for family is prohibited. Supervisor cannot be related to the student in anyway or be a close friend. A current student or a recent graduate, SU or otherwise, cannot supervise ABLE interns.
Online/virtual work or in a private residence are prohibited.
For business requiring a license [e.g. insurance, real estate], the license must be obtained prior to the internship.
Company that the student is interning for must have at least five full-time employees who are not contractual or telecommuter.
Internship cannot consist of door-to-door selling or pure cold calling.
Internship at a restaurant is prohibited.
Internship at an organization in which the student has previously worked/interned for is prohibited.
Minimum requirements for internships:
1) 10 hours per week/10 consecutive weeks 2) A structured work/educational experience 3) Work in a professional setting with supervision 4) Approximately 80-90% of the job duties must be applicable to each student’s major
Please read all of the information listed in sections I and II before completing the intern request form.
Methods for Posting and Advertising an Internship
Complete the Request an Intern form to initiate the process for posting an internship opportunity in the Career Connections database which is accessible by all Salisbury University students. Note: request form is for recruiting students. It is not needed if an employer/host already has a student in mind.
Offer to host an informational session on campus through career services, a student organization, or the ABLE office.
Participate in career fairs held during the fall and spring semesters.
Participate in the Business in the Atrium series during the fall and spring semesters.
I.Developing Internship Job Descriptions
Work performed by an intern must be directly related to his/her coursework. Written documentation that the internship is educationally relevant must be completed prior to the start of the internship. Forms to complete this documentation are accessible via the student's internship application.
The intern must be supervised by one of the company’s staff members who has agreed to complete student evaluation forms. This supervisor should enjoy students and be willing to be a mentor. Current students-SU or otherwise-may not supervisor PSB ABLE interns.
Successful internships are planned in advance and provide a structured learning opportunity allowing students to learn a skill, a process, or about a business or industry.
Employers should be specific about job duties and company expectations.
Be flexible in scheduling start dates, finish dates and internship hours. Internship schedules need to work for the employer but also must accommodate a student's class schedule.
Sometimes specific internships require specific majors. But whenever possible try to create an internship with open criteria. For example, ask for students interested in exploring aspects of marketing instead of asking for only a Marketing major. This could open the door for students of different majors that have skills that will fulfill the needs of a specific internship.
Be aware that students registering for course credit have registration deadlines. Be prompt with your hiring decisions. Notify all students of your decisions as soon as possible.
II. Paid vs. Unpaid Internships
The Perdue School of Business does not award internship credit based on an internship being paid or unpaid. The decision to pay or not pay an intern is made by the employer. While seeking internship opportunities, students are counseled to apply to opportunities that will offer the best experience and address long-term goals and career objectives. Students are advised against applying to internships based primarily on pay. Likewise, students are encouraged to proceed with caution when accepting an unpaid internship requiring more hours than our minimum.
When employers use unpaid interns, certain guidelines should be followed to conform to the Fair Labor Standards Act. This act applies to all employers, government, non-profit, and for-profit organizations.
Things to consider include:
Unpaid interns can not legally be guaranteed a job upon completion of the internship. This ensures a company cannot require a person to work for free in order to get a job.
An intern can not displace an existing worker or directly take on duties of a fired or laid-off employee. This ensures a regular worker will not be removed and duties re-assigned to an unpaid intern.
Work assigned an intern should benefit the intern more than the company. Though not easily defined or enforced, the law intends an internship be a learning experience for the student and not a method for an organization to obtain unpaid labor.
Please consult your legal advisor if you have more detailed questions on these issues.
Paid internship compensation can come in a variety of forms. Employers may provide:
An hourly wage outlined at the onset of the internship,
A weekly stipend to cover expenses such as parking, lunch, and driving expenses, or
A predetermined payment based on a project completed to the employer's satisfaction.
“How much should I pay?”
Determine what you would pay a permanent employee to complete the assigned work, then:
Pay the student a percentage of that wage
Percentages range from 70% - 80%
This formula ensures students are paid a fair wage for work performed while leaving the learning experience the central objective of the internship.