Internships

Tips For Students to Succeed at an Internship

• PREPARE FOR SUCCESS - Before your first day, take time to research your role’s responsibilities and expectations, familiarize yourself with the company’s mission, and identify your direct supervisor. Additionally, ensure you have all the necessary forms and documents required for the onboarding process.

• UNDERSTAND THE WORKPLACE CULTURE - Be mindful of the expectations in your workplace. Learn what attire is considered appropriate and check with your manager about the use of headphones at your desk. If allowed, be courteous by removing them when walking around the office or engaging with coworkers.

• ASK QUESTIONS STRATEGICALLY - At the start of your work experience, talk with your supervisor about the best way to ask questions related to your projects. Avoid approaching them too frequently; instead, keep a running list and address your questions during scheduled check-ins, such as mid-day or end-of-day meetings. This approach helps you stay on track while aligning with your supervisor’s expectations.

• BUILD YOUR NETWORK - Take the initiative to connect with as many coworkers as possible. Schedule 20-minute informational interviews with individuals across the organization, not just those you work with directly, to gain a broader understanding of career paths and workplace culture. In a remote setting, engage in discussions through the company’s online communication platform and reach out to colleagues via email to foster connections.

• REFLECT ON YOUR EXPERIENCE - The end of a work experience can be busy as you finalize projects, complete coursework, and prepare for the next semester. However, it’s important to take time to reflect while the experience is still fresh. Consider what you learned, what you enjoyed or found challenging, and the feedback you received that highlighted your strengths and areas for improvement.

• COMMUNICATE EFFECTIVELY - Always communicate with coworkers in a respectful and professional manner, whether in writing or conversation. Use appropriate language in emails, follow company phone etiquette, and carefully proofread your work before sharing it with others.

• BE PUNCTUAL - Whether attending a Zoom call or arriving at the office, always be on time. If working on site, allow extra time for your commute. If working remotely, ensure a stable internet connection. If you anticipate being late or are feeling unwell, promptly inform your supervisor via call or email.

• STAY ORGANIZED AND PROACTIVE - Adjusting to a new workplace can be challenging, but staying organized will help. Take notes during meetings, maintain a to-do list, and keep track of deadlines. Keep your workspace tidy and follow all data management protocols. If you have downtime, proactively approach your supervisor with project ideas or ask for additional tasks.

• LEAVE ON A POSITIVE NOTE - Building and maintaining professional connections is key to your career growth. If your end date wasn’t set at the start, be sure to give proper notice before leaving. On your last day, ask if you can stay in touch with coworkers and whether they’d be willing to serve as references. Consider requesting a LinkedIn endorsement or a reference letter. After your departure, send a thank-you note expressing your appreciation for the experience and support you received.

• DOCUMENT YOUR ACHIEVEMENTS - By the end of your work experience, you’ll likely have gained valuable knowledge and contributed to meaningful projects. Keep a record of your accomplishments to easily update your resume, compile work samples for your portfolio, and refresh your LinkedIn and Handshake profiles.

Please contact careerdevelopment@lsua.edu with any questions.

What is an Internship?

• Internships provide a paid or unpaid practical work experience related to your major

• Internships offer a valuable opportunity to explore an industry while gaining the skills and experience essential for success after graduation.

• Internships are usually structured programs that last for a set period and may provide opportunities for professional development or exposure to different areas within an organization.

• Internships can take place on or off campus

Why is an Internship Important?

• Many government agencies, corporations, and non-profit organizations offer internships to qualified individuals. These opportunities provide students with valuable professional experience and networking connections, enhancing their chances of securing desirable employment after graduation.

• Research indicates that employers are more likely to hire graduates with relevant work experience and typically offer them higher salaries than those without internship or co-op experience. As a result, students who complete internships or co-ops are significantly more competitive in the job market.

BENEFITS OF INTERNSHIPS FOR STUDENTS

• Practical Experience - Internships provide students with an opportunity to apply the knowledge and skills they have learned in the classroom to real-world situations. This practical experience can be invaluable in preparing them for their future careers

• Improve Resume - Having an internship on a resume can make a significant impact when applying for jobs after graduation. Employers often look for candidates with relevant experience, and internships can provide just that.

• Explore Career Paths - Internships provide students with an opportunity to explore different career paths and gain a better understanding of what they might want to pursue after graduation.

• Develop Soft Skills - Internships help students develop important soft skills such as communication, teamwork, problem-solving, and time management. These skills are highly valued by employers and can be essential for success in any career.

• Professional Network - Internships allow students to meet and work with professionals in their chosen fields. This can help them build valuable connections and networks that can be beneficial when seeking future employment opportunities.

According to Forbes, graduates who completed an internship during college are over twice as likely to have a job waiting for them after graduation (42%)

Internships for International Students

• Curricular Practical Training (CPT) is defined as an “alternative work/study, internship, cooperative education, or any other type of required internship or practicum which is offered by sponsoring employers through cooperative agreements with the school.”

• It must be in an F-1 student’s major area of study and considered as an “integral part of an established curriculum.”

• Follow the steps highlighted in the attached document to submit your CPT application.

• The application must be submitted 10 business days before the start of the full semester or the seven-week term.

• Contact ncox@lsua.edu for more information.

BUILDING AN INTERNSHIP PROGRAM CHECKLIST

In order to create a viable and competitive internship, there are certain phases we recommend you explore. The checklist below is provided to help you create and enhance an internship program suited to your needs.

PHASE 1: PREPARATION

• Create a job description

• Understand the legal aspects of an internship program

• Check with your human resources and legal departments

• Explore LSUA majors and determine relevancy online

• Set a location (organizational and physical) for the intern

• Determine a minimum hour requirement

• Decide on the number of interns needed

• Choose a supervisor and/or mentor

• Set pay or pay range

PHASE 2: RECRUITMENT

• Develop a plan

• Post on Handshake

• Consider attending career events

• Identify key LSUA departmental contacts

PHASE 3: SCREENING AND SELECTION

• Narrow down your candidate field

• Begin the interviewing process

PHASE 4: ONBOARDING

• Prepare a welcoming atmosphere

• Plan ways to keep the interns challenged

PHASE 5: EVALUATION AND REFLECTION

• Evaluate using a 360° approach

• Assess the internship program

The most effective way to improve or establish an internship program is to first assess your needs and carefully plan out the details before beginning the recruitment process.

WHAT DO YOU NEED THE INTERN TO DO?

Assess your company’s needs and resources to identify how an intern can integrate into your operations effectively.

Develop a clear job description outlining the responsibilities and expectations for both your company and prospective interns.

Determine if specific majors or coursework are required or preferred for the role, and be sure to include this information in the job description.

Establish a suitable time frame for the internship, keeping in mind that students have varying schedules during the school year. Offering flexible work hours can make the opportunity more appealing. A standard Monday-to-Friday, 8 a.m. to 5 p.m. schedule may not be feasible for all students, as their education remains the top priority.

SHOULD THE INTERN BE PAID AND/OR HAVE THE JOB COUNT TOWARD CLASS CREDIT?

Consider the following:

• How will the intern be paid or otherwise compensated?

• How many interns will you need?

• How much work is to be accomplished by an intern?

• The variations of complex projects for interns to work on?

• What time of year to hire?

• The space and equipment needed to support interns.

A typical internship during the fall or spring semester requires 10–20 hours per week. In the summer, students may work up to 40 hours per week, depending on their availability.

Not all internships qualify for college credit. While internships provide valuable learning experiences, university faculty and individual departments determine eligibility for academic credit. It is the student’s responsibility to consult the appropriate departments and, based on the internship’s content, enroll in the necessary course to receive credit.

If your company plans to hire an intern in an unpaid or for-credit capacity, it is essential to understand the legal aspects of internship programs. Familiarize yourself with minimum wage laws, workers’ compensation, safety and harassment policies, termination guidelines, and how employee benefits and responsibilities apply to interns.

Before hiring an intern, consult your company’s legal department or a qualified legal professional to ensure compliance with relevant laws and regulations.

WHAT ARE SOME WAYS I CAN PARTNER WITH FACULTY ON INTERNSHIPS?

Some faculty members may be willing to help ensure the educational credibility of an internship that could qualify for academic credit. Our team can connect you with the appropriate colleges and internship liaisons for each college.

To have your internship reviewed by the appropriate department(s), start by clearly defining the position and expected duties. The most effective way to do this is by providing a detailed job description.

Once the job description is developed, analyze the responsibilities of the position and compile a list of relevant majors offered at LSUA. This will help our team make recommendations for campus partnerships. Even if you don’t intend for the internship to qualify for credit, the LSUA Career Center can inform the appropriate departments about available opportunities, ensuring maximum exposure for students once the posting is live on Handshake.

If the internship is used for course credit, the faculty member accepting the credit (also known as the instructor of record) will have specific requirements for the intern. The student may be asked to submit a report or deliver a presentation that connects their internship experience to previous coursework.

HOW CAN EMPLOYERS KEEP IT EDUCATIONAL?

The internship must serve as an extension of the classroom, meaning the role should allow the intern to apply what they have learned in a real-world context. The intern should be able to enhance their skills and knowledge through the experience. In other words:

• The intern must gain a broad range of skills and knowledge that are applicable across various industries, not just within one specific field, such as marketing.

• The internship should have a clear goal, a defined timeline, and a precise job description to ensure proper preparation for the intern.

• There should be well-defined learning objectives that align with the student's current coursework and future career aspirations.

• A supervisor or mentor with relevant experience should guide the intern in the areas of work they are learning.

• The supervisor should offer consistent feedback throughout the internship.

• The employer should provide opportunities and resources to help the intern develop and enhance their skills.

In summary, design an internship that is centered around clear learning objectives, both short- and long-term goals, daily tasks, and projects assigned by the supervisor. Include evaluations and reviews, establish rules and policies, and provide an orientation that sets expectations for the intern.

INTERN WORKSPACE

Placement is crucial and plays a key role in the success of the intern. Ensuring the right fit between the intern’s skills and the role will maximize their learning experience and contribute to their growth.

• Ensure that there is adequate workspace for the intern. Determine whether they will have a dedicated work station or if they will work in close proximity to their supervisor in the same office.

• Clearly communicate the parking arrangements to the intern, ensuring that managerial spots are not occupied.

Consider building your organization's brand across campus, as it can help differentiate you from the competition.

HANDSHAKE

• The most effective way to reach students is by posting your internship on Handshake. Handshake is LSUA’s free, online platform for job postings and on-campus interviews. Through Handshake, you can post full-time, part-time, internship, co-op, summer, and volunteer opportunities. The system is password-protected and accessible to LSUA students, faculty, staff, and registered alumni 24/7.

• To list your position on Handshake, log in to your Handshake account and click "Post a Job" on the home page. All job postings will initially be placed in a pending status and approved within two business days. You will receive a notification in Handshake once your job has been approved and is visible to LSUA students and alumni.

For the best results, post the internship at least 10 weeks before the position needs to be filled and notify the LSUA Career Center. Ensure that the job description and all elements of Phase 1 are fully implemented into your internship plan before posting the position. Avoid evaluating candidates too early, as this will give you a clearer understanding of the types of candidates available to choose from.

Students are more likely to engage with and respond to employers who have a strong presence on campus. Below are some ideas for building a positive image at LSUA, helping your company attract a diverse and talented group of students:

• EVENTS - The LSUA Career Center works hard to host career fairs and events to serve all student populations, as well as events tailored to specific colleges and programs. For more information, please visit lsua.edu/career-development or contact us at careerdevelopment@lsua.edu

• EVENT PUBLICITY - To help publicize your recruiting event (such as recruitment, interviews, or job searches), you can submit the event in Handshake and tag us on social media for students to view in advance. If you would like posters or flyers displayed, please contact us to learn how we can distribute materials to specific departments

• JOIN A PROFESSIONAL ORGANIZATION FOR RECRUITERS AND CAREER CENTERS - The LSUA Career Center is a member of the National Association of Colleges and Employers (NACE), the Southern Association of Colleges and Employers (SoACE), and the Louisiana Association of Colleges and Employers (LACE). These organizations promote networking among college career centers and employers, offering valuable resources for college recruiting and career planning.

Once Phases 1 and 2 are complete, shift your focus to reviewing applications. Schedule and conduct first-round interviews, and possibly second-round interviews if needed. Gather input from employees who will supervise or work closely with the interns. Afterward, select your final candidates.

• HAVE A CLEAR UNDERSTANDING OF WHAT YOU ARE LOOKING FOR IN AN INTERN - Ensure you allow enough time between posting your job and selecting a candidate to attract the most qualified pool of applicants. A recommended time frame would be one week, which is the same duration that employers typically have to screen résumés for the On-Campus Interviewing Program.

• NARROW DOWN YOUR CANDIDATE FIELD TO AN APPROPRIATE NUMBER OF CANDIDATES YOU FEEL COMFORTABLE INTERVIEWING - The number of candidates selected for interviews typically ranges from four to 13, depending on the position. Once you have made your selections, be sure to notify all candidates about whether or not they were chosen for an interview.

• ONCE YOU HAVE NARROWED DOWN YOUR CANDIDATES, YOU CAN BEGIN THE INTERVIEW PROCESS - During the interviews, be sure to provide students with a timeline for the hiring process and let them know when they can expect to hear back from you. Once you have made your decision, promptly notify the candidates about your choice.

The National Association of Colleges and Employers (NACE) offers best practices for creating effective internship programs, especially for organizations aiming to convert interns into full-time hires, often requiring payment. Unpaid internships can pose challenges, particularly for for-profit organizations, due to legal issues around compensation and task assignments. Employers must consider these factors when designing internship programs.

PROVIDE INTERNS WITH RELEVANT WORK

Major-related work: Interns should be given tasks that are challenging, related to their major, and align with the organization’s mission. Whether the student receives credit depends on the department’s assessment of the internship's relevance.

Job description: When hiring an intern, review the job description to ensure it aligns with the tasks to be performed. Have the intern's mentor highlight the work's importance to the company's success and maintain regular contact to ensure deadlines are met.

HOLD ORIENTATIONS FOR ALL INVOLVED, AND KEEP INTERNS IN THE LOOP

Orientation: An orientation session is essential to align expectations and performance, ensuring everyone understands their role and the company's goals.

Handbook: A handbook serves as a reference for interns to learn about their job, find answers to frequently asked questions, and understand the company’s expectations.

Intern webpage or portal: A website can be easily updated to stay relevant to an intern’s needs and serve as a communication tool between the company and interns, or among the interns themselves.

HAVE AN INTERN MANAGER

Manager vs. mentor: A dedicated internship manager is key to running an efficient program. If a full-time staff member isn’t feasible, a great short-term solution is to hire a graduate student as a college relations intern, allowing them to manage the daily operations of the internship program.

This person will be a valuable asset to the interns and provide staff with guidance to shape the interns’ experience and ensure they stay on task. For this to work, the studentmanager should be involved in the planning process and accessible throughout the year.

Our goal is to help you create an internship that benefits everyone involved. Below are the key criteria that students, especially those attending LSUA, typically look for when searching for internships.

Encourage interns to attend a panel with new and veteran hires for a Q&A. A session with the CEO or president can also enhance their experience and career growth. If they perform well, consider a recommendation letter, as interns help attract future talent.

After the internship ends, it's time to evaluate the intern. Consider these options:

• FOCUS GROUP & FEEDBACK SURVEY: Gather insights from interns through focus groups and surveys to understand their perspective. Focus groups can also reveal what competitors offer that students find appealing.

• PRESENTATIONS: Provide interns with a platform to showcase their work through formal presentations or an expo-style event. This highlights their achievements and promotes the internship program. Encourage interns to present to supervisors, mentors, or employees, fostering engagement and constructive feedback.

• EXIT INTERVIEW: Conduct a real-time exit interview, in person or by phone, to gather feedback and assess the intern’s interest in returning. An exit survey can help structure the discussion and identify ways to improve the internship program.

• OTHER STRATEGIES: Consider retaining interns as part-time employees during school breaks to maintain communication and strengthen their connection to the company. You can also have them serve as campus ambassadors to promote your internship program.

• EMPLOYER EVALUATIONS: A post-internship evaluation helps students identify their strengths and areas for improvement, preparing them for future careers.

THE EVALUATION assesses interns on both academic and holistic levels. An effective evaluation model includes multiple sections, such as:

• Communication

• Conceptual / Analytical Ability

• Understanding and Applying Information

• Professional Qualities

• Teamwork

• Design and Experiment

• Emotional / Social Intelligence

• Organization / Planning

• Work Habits

• Technology

BEST PRACTICES FOR EMPLOYERS AND STUDENTS

Involving your recruitment team in the internship process is essential. They can organize social or professional events to help interns adjust to the company culture.

New-hire panels are a great way to highlight your organization to interns. Composed of five or six recent college graduates, the panelists share their backgrounds and answer questions, offering interns valuable insights from peers who have recently joined the company.

In these meetings, interns often ask similar questions, such as: Why did you choose this employer? What was your first year like? How is being a full-time employee different from being an intern? Do you recommend pursuing a graduate degree? Is it better to go straight to grad school or gain work experience first?

New hires often share practical advice with interns, such as managing finances early in their careers. Common tips include: “Don’t rush to buy a new car” and “Start contributing the maximum to your savings plan as soon as possible.”

PROVIDE ACCESS TO RESOURCES

One of the biggest benefits of an internship is access to accomplished professionals, especially executives. Having speakers from the executive team, particularly a personable CEO, is a great career development opportunity for interns. When the CEO answers questions and spends informal time with interns afterward, it makes them feel valued and fosters support from top leadership.

Offering in-house training and professional development is a great way to show interns you’re invested in their growth. Topics could include computer languages, time management, and other relevant skills.

Consider providing interns with information about nearby community colleges, especially if maintaining full-time student status is important. Some interns may want to take classes during their internship to continue progressing toward their degree. While uncommon, you could also consider covering tuition for courses taken while they work for you.

CONCLUSION

We hope this resource has been helpful. If you have any questions about this material or internships in general, we look forward to being a trusted partner and consultant.

Position Title

Company Name

Brief Company Overview/ Objectives

Our company is a leader in [industry], providing [services/products] to [target audience]. With a rich history of [mention key achievements], we are committed to [company mission]. As an intern, you will contribute to our mission by [describe the intern's role], helping us drive [specific goal or project] and make a meaningful impact on our continued success.

What are the goals of this job as defined by upper management or the immediate superiors of this position?

To use the HR example:

• Promote the safety and health of the workforce

• Develop a superior workforce

• Develop the Human Resources Department

• Develop an employee-oriented company culture that emphasizes quality, continuous improvement, and high performance

Internship Description

Begin with a concise description of the internship, outlining the role and expectations. This helps the student understand what will be required. Afterward, include a bulleted list of tasks the intern will perform, using action verbs and brief fragments to convey the scope of each responsibility.

Example: As an intern at [Company Name], you will work closely with the [specific department/team] to support daily operations and assist with key projects. You will gain hands-on experience in [area of focus] and develop skills that are crucial to your professional growth.

Internship Start Date/Duration

Areas of Responsibility

To provide a comprehensive overview of the job, you can list the specific aspects of the internship by focusing on key tasks and skills that are relevant to the role.

Qualifications/Requirements

To be successful in this internship, candidates should meet certain requirements. Those may include: but are not limited to: classification/level in school, GPA, major, travel, skills (communication, written, certain technical or computer skills, etc).

Physical Demands (Optional)

If applicable, you can indicate any physical labor the intern may need to perform.

Work Environment (Optional)

Which work characteristics may the intern encounter? Reasonable accommodations will be provided for individuals with disabilities to perform the essential functions.

How to Apply

To apply for this internship, please send your résumé and cover letter to [Your Name] at [Email Address]. Applicants should apply through your company website at [Company Website URL]. If you have any questions, please contact [Contact Name, Title] at [Phone Number] or [Email Address]. If applicable to the role, please also include any work samples or letters of recommendation.

The biggest legal issue surrounding internships is pay. It’s important to clarify whether the internship is paid or unpaid. Interns are generally covered under the same policies and standards as regular employees under the Department of Labor’s Fair Labor Standards Act. To avoid any potential complications, the safest approach is to pay the intern at rates similar to those of other employees in your organization with comparable responsibilities and duties.

The Fair Labor Standards Act defines unpaid interns very narrowly as "trainees." To qualify as an unpaid intern, a student trainee must meet certain criteria, including:

1. The internship, even though it includes actual operation of the facilities of the employer, is similar to training which would be given in an educational environment;

2. The internship experience is for the benefit of the intern;

   1. In general, internships that are structured around classroom or academic experiences, with oversight from a college or university and the offering of educational credit, are more likely to be viewed as an extension of the intern’s education. The more the internship provides transferable skills for various employment settings, rather than those specific to one employer, the more likely it will be considered training. In these cases, the intern does not perform regular, routine work for the business, and the employer is not dependent on the intern’s work. However, if interns are engaged in the employer’s operations or performing productive work (such as filing, clerical tasks, or assisting customers), the internship may still be subject to the Fair Labor Standards Act (FLSA) minimum wage and overtime requirements, as the employer benefits from the intern’s work.

3. The intern does not displace regular employees, but works under close supervision of existing staff;

4. The employer that provides the training derives no immediate advantage from the activities of the intern, and on occasion, its operations may actually be impeded;

   1. If an employer uses interns to replace regular workers or to supplement the workforce during peak periods, these interns should be paid at least the minimum wage and receive overtime compensation for hours worked over 40 in a workweek. If the employer would have hired additional employees or required existing staff to work extra hours if the interns were not performing the work, then the interns will be considered employees and entitled to compensation under the FLSA. However, if the employer offers job shadowing opportunities where the intern learns functions under close supervision and performs little to no work, the experience is more likely to be considered a legitimate educational opportunity. On the other hand, if the intern receives the same level of supervision as regular employees, this would suggest an employment relationship rather than an educational experience.

5. The intern is not necessarily entitled to a job at the conclusion of the internship;

6. The employer and the intern understand the intern is not entitled to wages for the time spent in the internship.

   1. The internship should have a fixed duration, established before it begins. Unpaid internships should not be used as a trial period for potential employees. If an intern is placed with the expectation of permanent employment after the internship, they would generally be considered an employee under the FLSA.

If an unpaid intern claims that your organization violated the FLSA, a court will use the criteria mentioned above to determine whether the internship was primarily a training experience or a working experience.

SHOULD PAID INTERNS BE CONSIDERED TEMPORARY EMPLOYEES RATHER THAN REGULAR EMPLOYEES?

If an internship lasts less than one year, the intern may be classified as a temporary employee. A temporary employee is hired for a specific, limited duration, typically under a year. Interns fitting this criterion can be considered temporary, whether working full-time or part-time. One key benefit of this classification is that temporary employees are generally not eligible for employer-provided benefits.

DOES MY INTERN FALL UNDER THE PROVISIONS OF THE AFFORDABLE CARE ACT?

If an intern is classified as a temporary or seasonal employee, they are exempt from the provisions of the Affordable Care Act (ACA) under the seasonal employee exclusion provision. This means the employer is not required to offer health insurance coverage to interns in this classification.

WHAT ARE MY GENERAL LEGAL OBLIGATIONS TO PAID INTERNS?

If the intern is not classified as an independent contractor, your obligations toward them will be the same as for other employees, including compliance with wage, hour, and labor laws.

WHAT ARE SOME STATE LAW CONSIDERATIONS?

Employers must comply with federal laws governing internships, including the six criteria, but some states may have stricter regulations. In such cases, employers must follow both state and federal standards. It is advisable to consult your local Department of Labor for specific legal requirements.

CAN UNPAID WORKERS BE CLASSIFIED AS VOLUNTEERS?

Under federal law, individuals cannot volunteer for private sector, for-profit businesses. However, volunteering and unpaid internships are allowed at public agencies, government entities, religious organizations, and nonprofit organizations.

AM I REQUIRED TO MAINTAIN WORKERS’ COMPENSATION INSURANCE FOR UNPAID INTERNS?

Employers are generally required to maintain workers' compensation coverage for interns. However, some states offer limited exceptions, including the following: Volunteers: In certain states, employers are not required to provide workers’ compensation coverage for volunteers. The definition of a volunteer varies by state. Interns: Some states grant exemptions for trainees who meet specific criteria.

IS IT ADVISABLE FOR UNPAID INTERNS TO RECEIVE ACADEMIC CREDIT?

Yes, as noted earlier, if an intern is receiving academic credit, courts are more likely to classify them as a non-employee