Planning ahead is the key to creating a positive experience for your new employees. Assess what is needed and design an experience to meet those needs.
- What type of work will students focus on while at your organization?
- Who will mentor or supervise the student(s)? Look for people who are successful and positive, and want to share their expertise with others.
- Do you need a student to work full-time or part-time hours? Will they work in the office, remote, or hybrid?
- How much will you pay the student? Students should receive a fair and competitive wage.
- What resources are needed?
- Work space
- Technical Resources
- Training
- Evaluation Mechanism
Plan to recruit one semester before the term you wish to employ a student. For example, starting recruiting in the spring for a summer or fall hire, and recruit in the fall for a spring hire.
The National Association of Colleges and Employers (NACE) has a number of articles highlighting tips for developing effective internship programs and best practices.
- Students are looking to gain "real world" experience in the field. Identify projects that help a student learn by doing work that contributes to the big picture and explain how their contribution will affect the outcome.
- Train your students as a cohort so they can develop a sense of camaraderie.
- Start the program with an orientation to the company and an overview of the day-to-day aspects of the work & expectations in the workplace. Share the office etiquette for phones, email, and use of technology.
- Familiarize students with resources such as their workspace, computer(s), software access, restrooms, breakroom, meeting space, and tools for their work.
- Provide a mechanism and schedule for feedback, and stick to it.
Maintain contact with students after they leave this short-term experience. If you want to convert your interns/co-ops into entry-level hires, you will want to have an ongoing conversation with them. Allow time for students to make the best decision for their future career. See Job Offer Deadlines.
Research shows that diverse teams help companies innovate, generate better ideas, reach a wider customer base, and are more likely to have higher profits. Systemic discrimination and structural barriers have created an opportunity gap for underrepresented populations. We want students to join an equitable workforce & we encourage students to evaluate companies for diversity and inclusion.
- Is your leadership diverse?
- Do you have a diversity statement on your website?
- What are your company’s top values?
- How does your company promote diversity?
- Which religious holidays are observed?
- Do the offices typically have lactation rooms or prayer rooms?
- Are there policies in place for maternal or parental leave?
Read more about how we discuss diversity and encourage students to showcase their identity during the job search and beyond.
General Articles:
Intern, co-op, and entry-level positions should be posted on Handshake.
- Be as detailed as possible when writing the description of your available job. Include information about the company culture, the major duties of the position, and what qualities will make a good fit for the role.
- Select the class levels, specific engineering majors, and what type of work authorization is acceptable.
- Make the application process easy - if possible, just have students send a resume (don't worry about a cover letter and transcripts unless it's absolutely necessary).
- Include the expected wage/salary so students know what they can expect for remuneration. Average wage/salary information is available for intern/co-ops and entry-level UMD candidates.
- If you provide housing for interns/co-ops or some kind of assistance, include that information as it removes a stress point for students.
Hiring in a competitive field like civil/construction or computer/software/cyber systems?
Students prefer in-person interactions with employers.
- Host an event such as an Employer Pop-up in the lobby of one of the engineering buildings or a traditional Information Session in a lecture hall.
- Attend a career fair.
- Connect with student organizations. You may reach out to them directly however, if you schedule an event with one of these groups, please let Engineering Careers Services know (CareerEngr@umd.edu) so that we can help advertise it. This will also allow us to avoid scheduling other employers on the same date/time.
- If you have trouble getting an adequate applicant pool, ask our office to send an email blast for your position. We can target students based on the specific qualifications you post in Handshake.
- If you want to take your brand to the next level, consider becoming a Corporate Partner with the Clark School of Engineering.
Make your hiring process as transparent as possible. Let students know how and where to apply and alert them of important deadlines. Communicate with students early and frequently. The typical student will apply for multiple opportunities at once, so you'll want to keep them up to date with your decision-making process, or they may think they're no longer in consideration for the role.
Word of mouth is how many of us learn about an amazing product or opportunity. The same goes for hiring! Interns can be great brand ambassadors because they are already familiar with your organization and they can share their experience with classmates. Students can enhance your reputation on campus. Before students leave your employ, discuss how they can help your cause when they return to campus.
Student ambassadors can:
- Discuss their experience and share exciting aspects of the projects they worked on while in your employ.
- Identify classmates who might also be a good fit for your organization.
- Make social media posts about their experience and spread the word about available job opportunities or highlight developmental/rotational programs.
- Organize a site visit for other students to visit the company & learn about your culture.
- Keep you informed about the student organizations active within engineering.
- Assist with hosting a Pop-Up Information Booth or Session.
