“You must take initiatives for young people, jobs, small things because, as you know, work gives dignity. Think about when a young person cannot find work, they don’t have a sense of dignity and they suffer. I encourage you to search, to pray, to seek small things, small things especially for young people” (Pope Francis).

Colleges and universities celebrate National Student Employment Week each second week of April to highlight on- and-off campus student employment and the hands-on and transferable skills learned through these opportunities, which include internships. It also recognizes the important role that employers play in providing these learning experiences.

Internships can be a beneficial experience for both employers and students. Employers provide an opportunity for students to gain hands-on job experience while giving back to their alma mater or local college/university. Students are introduced to the job search process and learn to apply their classroom knowledge to practical, on-the-job tasks and projects.

The ins and outs of setting up a student internship and then finding and managing interns can be daunting. Working alongside my university’s internship office, I have gained some insights on how employers can successfully navigate the student internship process. As a career services professional, these general tips encompass how to work with a college or university and what students want in an internship experience.

Know the University’s Processes and Requirements

Most student internship opportunities are housed within a university’s career center; however, some are housed in a separate office or within a specific degree program (e.g., graduate programs and health care-related degree programs) because of accreditation and license credentialing requirements.

Depending on the university or degree program, you may be asked to go through an application and review process before being approved to accept student interns. This process may differ from one university to another, from the employer application steps to the type of software system the office uses.

The best place to start is to reach out to the university’s career center and ask about the student internship process and requirements for employers. Be gracious and polite if the staff refers you to a different office; they are following the policies set up by their university.

Follow Those Processes and Requirements

While all the steps may seem repetitive, the university has a responsibility first to their students in providing a safe and constructive learning environment. Much like how companies screen resumes and job applications before interviewing a candidate, career centers screen employers before allowing them to interact and communicate with their students.

The career center staff works with academics to create learning objectives and assessments for the students. These goals and assessments help both the student and the employer see the growth and knowledge the student gains as he or she progresses through the internship. Again, for some students, an internship is tied directly to their degree, and there are requirements to track and report. Failure to follow the processes and requirements often means an employer loses its privileges with the university’s internship program.

Internships Are a Both/and: Educational Experience and Job Experience

Catholics love our “both/and” scenarios, and internships are a “both/and.” Internships are both an educational experience and a job experience. It’s one of the first tastes of post-graduate working life for the area in which they are earning a degree.

As an employer, you can and should provide interns with meaningful tasks and projects to help give them a sense of what working in your industry will be like. Students want that hands-on experience that is sometimes only possible outside of the classroom. Also note that internships are part of a student’s development. They come with varying levels of readiness and maturity and may not be at the same level as someone who’s graduated or has been working full time for several years. The internship is very much a learning experience for the student to gain exposure and confidence within the industry.

Be Respectful and Encouraging

The students I meet with about internships are stressed about the whole experience: the application, the interview, the acceptance, and the internship’s responsibilities. They are applying to internships on top of completing their schoolwork, college activities, and other responsibilities. It’s exciting and scary to be stepping out of the classroom and into the professional world.

You are the ambassador of your industry, and a student’s internship experience stays with them for a long time. As Catholic Christians, we are called to share the Gospel with everyone we meet and interact with. You may be the only Christian that your student intern(s) engage with; show them through your actions and words Christ’s love, compassion, mercy, and joy. Call on the Holy Spirit for understanding, patience, and joy as you work with student intern(s) who come from different backgrounds and experiences. Be “ambassadors for Christ, as if God were appealing through us” (2 Corinthians 5:20) That is our call.

(P.S. Students love to talk and share their internship experiences with one another, so they will be talking about you!)

Offer Compensation

Universities either require or encourage students to participate in an internship because of its value and real-world learning experience. However, the number of students who can accept and participate in an unpaid internship is rapidly decreasing. Modern internships offer compensation, including a salary, living accommodations, and/or a stipend.

Out-of-state internships are more difficult to fill if there is no type of pay, stipend, or living accommodations. It’s a financial hardship for many students to pay for rent at two homes as well as other living and school-related expenses. Students are willing to go out of state for a good internship; it just may not be possible.

Some employers are not in a position to pay or offer a stipend because of their company’s size or because of their industry (some have strict requirements about paid internships due to license credentialing). Reach out to the university’s internship office and ask what type of compensation you can offer. From my own experience, I know that some of our out-of-state employers are able to offer a stipend for living expenses to students.

The goal of an internship is to provide students with a professional learning experience and to help them gain new skills. This is a shared goal that must always be at the center as you work with a university’s student internship program.

As an employer working with student interns, call on the intercession of St. Joseph, the Patron Saint of Workers, to glorify God the Father!

Alexandra (Alex) Harrel resides in Irving, Texas. She is a new student affairs professional within the world of higher education. In her spare time, she loves reading, listening to podcasts, and spending time outdoors. Her favorite prayer is Hail, Holy Queen. You can follow her on Instagram at @2012alexandra.