WHAT Are the Employers' Responsibilities?

1. Provide a job description that accurately reflects the position requirements and tasks. Submit one form for each job. A paper form can be mailed to you or an electronic form may be found on our web site.
2. Advise the Internship Office of your hiring decision.
3. Host the students’ faculty advisor(s) during their mid-semester evaluation visit.
4. Contact the Internship Office or faculty supervisor if any problems develop during the semester.

5. Complete the Employer Evaluation Form that will be e-mailed to you during the last third of the semester.
   
   CLICK HERE to view/download our employers' guidebook!

WHEN Can Students Work?

Student work cycles coincide with our semesters and last approximately 15 weeks:
FALL: Early September to Mid-December
SPRING: Mid-December to Early May
SUMMER: Mid-May to Late August

There is flexibility in beginning and end dates. Employers may request that students commit to back-to-back cycles or positions can be extended if there are increased responsibilities and it is agreeable to all parties.

Students must work a minimum of 15 hours per week. Full-time opportunities are particularly valuable during the summer.  Students working full-time over the summer must work at least 35 hours per week for 10-12 weeks!

HOW Do We Proceed From Here?

1. Fill out the online JOB DESCRIPTION FORM or enter your job in MU Career Connection.
2. When approved as academically viable, the job is advertised to students.
   Please note: We are not able to accept internship opportunities with home-based businesses/organizations. If you require any further clarification of this policy, please contact our office directly.
3. As students indicate interest in your position, we fax or e-mail their rèsumès to you.
4. You screen, interview and hire as you would any new employee.
5. During the course of the semester, help the student meet two academic requirements:
   • Complete the evaluation form we send and review it with the student
   • Meet with the student’s faculty advisor at least once during the semester
   • You may also use your usual evaluation methods

Each year more than 230 companies and organizations benefit from the talent, energy and knowledge of Millersville University students.

They profit in the folowing ways:

• Employers gain access to a pool of highly qualified, motivated and prescreened employees.
• Employers meet personnel demands during peak periods, for special projects or for on-going entry-level functions.
• Employers observe potential employees under actual working conditions.
• Employers minimize recruiting costs, training time, and employee turnover.
• Employers release professional employees to do work commensurate with their experience.
• Employers establish a productive, on-going relationship with Millersville University.
• Employers contribute to the professional growth and development of the next generation.

NACE research into internships consistently shows that students who have taken part in internships are more likely to stay with their employer -- even if the internship was done with another company. We track one-year and five-year retention rates: Results of 2010 Internship Survey show that 85-86 percent of those who have done an internship are still on the job after one year (compared to 81 percent who haven't done an internship). At the five-year mark, about 63-64 percent of employees who took part in an internship (with the company OR elsewhere) are still on the job, compared to 57 percent of employees who didn't do an internship.

That suggests (although doesn't prove, I realize) that there is a higher level of satisfaction with the position and job. Survey highlights are available on NACEWeb in the Research section (see www.naceweb.org > Research > Benchmarking > Internship & Co-op Surveys).

Can businesses legally offer unpaid internships? That question has been in the news lately, and if you've thought about doing that, please be sure you've considered all the implications. Most businesses DO pay their interns, because they know it's a protection for themselves and their interns. Interns who are brought in to your organization as paid, albeit temporary, employees are also likely to be more motivated, more dedicated, and more positive. Read a recent New York Times article on this subject by clicking here.

Recognize Student Objectives

• Meaningful positions to gain first-hand insight into their chosen field.
• Test their professional abilities and confirm career decisions.
• Establish contacts and gain experiences that will help them secure full time employment upon graduation.

Respond to Initial Issues

• Create recruiting and work schedules that correspond to Millersville’s academic calendar.
• Establish salary schedule for the student. The Internship Office staff can supply information on past earnings in similar positions.
• Identify credentials candidates should possess.
• Develop policy regarding assistance with transportation, relocation and/or housing when appropriate.

Plan Ahead

• Market the program within your organization to obtain commitment to its successful implementation and operation.
• Select work areas and supervisors who will receive and welcome a Co-op student.
• Assign someone to expect the student and to provide an orientation on the first day.

Relate the Work to the Student’s Curriculum

• Assignments should be meaningful, challenging and related directly to the student’s curriculum and career goals.
• Provide a supervised learning experience that helps the student grow in his or her field.
• Take advantage of the cutting edge knowledge the student possesses.

Assign Progressive Responsibilities

• Students should move from routine activities early in the semester to more complicated assignments as they mature, gain expertise and academic background.
• Co-ops/Interns are eager to learn, quickly master new skills and seek new challenges.
• The most frequent comment of the first time employers is that they accomplished tasks.

Make the Student Feel Part of the Organization

• Students should feel that they are contributing to the enterprise and are valued members of the team, not just temporary labor.
• Meeting with top management gives the students a sense of belonging and creates a favorable impression of the organization’s commitment to his/her career development.

Recruiting energetic, talented students to meet your workforce needs has never been easier. We'll make sure the students with the right qualifications know about your internship position. When you submit a new internship position by completing the Job Description Form, we get the word out.

1. We send out an e-mail with that job information to students looking for internships in the majors you've specified.
2. We post your internship on our “Hot Jobs” listing, which is on our home page, and available to all students, 24/7.
3. We add your position to our database, where all of the students who are looking for internships search for positions.

The Job and Internship Fair

Nothing beats face-to-face contact. That's why we encourage employers to participate in our annual Internship Fair. Held every fall, it's a great opportunity to meet a variety of students interested in internships. Last year, over 400 students attended. Great connections are made each year between our students and employers. Click here for more information about the upcoming job and internship fair and how you can participate.

On-campus Recruiting

If you're looking for a more assertive approach to establish or maintain a strong internship program, you may wish to consider on-campus recruiting. We can help you set up an appropriate time and location to come on to campus and let students know about your company's opportunities. We'll also assist with on-campus interview schedules. To discuss this option with a knowledgeable staff member, please contact us with your interest.