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Employer Hot Topics

Employer Hot Topics

Advice from Employers

Here are some tips from Employers who are looking to hire students.

  1. It would be beneficial if you could get exposure to jobs or internships related to your major whilst in college. This will better enable you to look for the right type of jobs post-graduation.
  2. If an interview is scheduled and you are unable to attend, ensure that you communicate with the potential employer and let them know if you wish to reschedule or cancel the interview.
  3. If an organization offers internships, 49% prefer students to be in their junior year and 40% would accept applications from freshman or sophomores.
  4. You are encouraged to use your college career webpage because these employers who are trying to reach you. Visit the Career Development Center’s Job & Internship Listings frequently.
  5. It is important to research and know about the company before attending interview sessions.
  6. Read the position description and have several questions ready for the interviewer about the job role and company.
  7. Customize your resume based on the jobs you are applying for.
    E.g. list “technical skills” on a resume when applying for a technical position.
    You can attend one of our resume writing seminars hosted by the career development center or learn from our online resources to get help with drafting your resume.
  8. Employers expect you to research market rate salaries to get more realistic expectations about salary offers.

Source: Minnesota Job Outlook Survey 2016

 

Employer Hot Topics

What new grads want from employers

Student and New Hire perceptions about the job search, selecting employers, and the workplace

Before results come out from the Class of 2016, I wanted to share with you some insights from the Class of 2015 about their job search preparation and selection process.

In this survey of current students and recent graduate hires (1-3 years after college), respondents included 126 current students, and 147 recent hires.

What impacts decision to accept a job offer:

  • The nature of the work/job content
  • Salary/Benefits
  • Location

Suggestions and activities that would help them:

  • Host job shadowing
  • Day-in-the-Life exposure
  • Access to talk to recent hires (non-recruiting staff) during the interview process
  • Internships
  • More specific job descriptions

Major Observations & Themes:

  • In hind-sight, I believe that internships where students only work on a single, special project is not as helpful to them as digging in to the real, daily work of the department.
  • Students need exposure to and comfort with ambiguity.
  • Students want to hear about what ‘work-life balance’ really means.
  • Students want authenticity and honesty in the recruiting & hiring process.
  • Students want to hear why people have stayed with their employer.

 

Source:  Workplace Expectations – Mary Scott, of Scott Resource Group

Time period of survey:  April – June 2015

Employer Hot Topics

Offering Unpaid Internships

The following is an excerpt from a February 2015 National Association of Colleges and Employers article.

Legal Issues: Internships

by George C. Hlavac, Esq., and Edward J. Easterly, Esq.
NACE Journal, February 2015

“Employers, therefore, must be mindful when classifying an intern as ‘unpaid.’ An employer must focus on the productive work performed by the intern. If the productive work outweighs the training and supervision burden imposed on the employer, an employee/employer relationship may be present, and an employer may be subject to liability under the Fair Labor Standards Act (FLSA).

Employers have also attempted to rely upon the fact that an unpaid intern receives college credit to support its position that regardless of the duties performed, the intern is technically ‘compensated.’ Recent case law, however, has essentially blown that argument out of the water. Courts have recently stated that receiving college credit in and of itself does not establish an unpaid internship and is of ‘little importance’ in determining if interns must be paid. The true test is whether the internship is structured to benefit the intern and not the employer.

As such, an employer must focus on the work performed by the intern, the training provided by the employer, and who, ultimately, receives the benefit of the internship.”

Conclusion:

“Internships provide a benefit to both employers and the interns. Given the current legal landscape, however, employers must be mindful of how they structure such relationships. Each day more lawsuits are filed, more statutes are proposed, and new laws are implemented that impact the internship dynamic. Employers have a legal requirement to keep abreast of such changes to avoid significant liability.”

George C. Hlavac, Esquire, and Edward J. Easterly, Esquire, are attorneys in the Labor and Employment Law Department at Norris, McLaughlin & Marcus, P.A.

– See the complete article at: http://www.naceweb.org/j022015/internship-legal-issues.aspx#sthash.yU3YafzR.dpuf

More information about paying interns and related topics can be found within the University of St. Thomas Career Development Center’s Employer Resources website, Internship Planning section: www.stthomas.edu/careerdevelopment/employerresources