Internship Benefits for Employers
- Short-term support without a long-term commitment
- Management experience for supervisors/mentors who direct the intern's work activities
- Opportunity to evaluate (6-12 week job interview) student job candidates before offering permanent employment
- Best source of new permanent employees
- Higher retention rates for employees with company internship experience
- Source of new ideas and fresh approach to problem solving, critical thinking, communications, etc.
- Highly enthusiastic, capable, and motivated students
- Company name recognition and increased visibility on-campus
Bringing an intern into your organization can be a very rewarding experience and many companies are beginning to recognize the value of adding an intern program to their human resources pool. At Florida State University's College of Business, we have hundreds of talented and energetic young professionals eager for an opportunity to learn in the real world classroom.
Paid or Unpaid Internships?
Internships can be paid or unpaid. Academic credit is given to students whether they participate in a paid or unpaid internship. If you are able to provide payment to students, this may increase the number of applications you receive for the position, and it would certainly be an incentive for those students who have to maintain a part-time job throughout college to help cover expenses.
Criteria for Unpaid Interns
The legal considerations are addressed through six criteria for unpaid interns for the service they provide to “for-profit” private sector employers articulated in the Fair Labor Standards Act (see FLSA Fact Sheet #71). Essentially, if the six criteria are met, the Department of Labor (DOL) considers there to be no employment relationship. The six criteria established by the DOL are:
- The internship, even though it includes actual operation of the employer’s facilities, is similar to training that would be given in a vocational school.
- The internship experience is for the benefit of the student.
- The intern does not displace regular employees, but works under the close observation of a regular employee.
- The employer provides the training and derives no immediate advantage from the activities of the intern. Occasionally, the operations may actually be impeded.
- The intern is not necessarily entitled to a job at the conclusion of the internship.
- The employer and the intern understand that the intern is not entitled to wages for the time in the internship.
For more information contact:
Director of Internships and Career Services
Florida State University College of Business- Rovetta 327