ABLE For Employers
How do I recruit Interns?
Please read all of the
information listed in sections I and II before completing the intern request
Methods for Posting and Advertising an Internship
Request an Intern form to
initiate the process for posting an internship opportunity in the
eRecruiting database which is accessible by all Salisbury University students.
host an informational session on campus through career services, a student
organization, or the ABLE office.
in career fairs held during the fall and spring semesters.
Participate in the Business in the Atrium series during the fall and spring
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.
Students will have the forms to complete this documentation.
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.
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.
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 ABLE office 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.
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.
- 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.
consult your legal advisor if you have more detailed questions on these issues.
Paid internship compensation
can come in a
variety of forms. Employers
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,
Pay the student a
percentage of that wage
from 70% - 80%
ensures students are paid a fair wage for work performed while leaving the learning experience
the central objective of the internship.