Center for Career Development - Employers

Employers can self-manage and post their own job and internship/co-op positions at no cost. To post a job, you must first create an account in Handshake. Once you have done so, you will be able to advertise your positions, review resumes at any time, and easily contact applicants directly. There is no cost to employers to access and post jobs on Handshake! Follow these simple instructions:

New to Handshake

 

1. Create a Handshake Account

**Be sure to use your corporate email. We will not approve requests using a Gmail, Hotmail, @me, etc. email domain.

2. Join your existing company on Handshake, or create a new one. You will need to be connected to your company profile on Handshake prior to taking any actions with schools. Your company should pull up based on the domain of your email address, if it is already in Handshake. If it isn't, you should see the option to create a new company profile. Learn more about the new company creation process here.

3. Request to connect with schools. You must request and receive approval from a school prior to posting jobs there. You can choose schools during your sign-up process, and can always select more at any time afterwards. Check out this article: How to Find and Request Access to a School to learn how to choose additional schools in Handshake after you've gotten set up.

Troubleshooting tips:

• Only request a select few schools initially. This will allow you to build positive relationships with schools while also growing your Trust Score. You can request additional schools as you become approved at your initial schools. 
• It can take up to five business days for a school to approve your request. If you do not receive a response within that time frame, contact the Career Services department at the school. You can find the contact information for a school's Career Services by selecting Schools in the left hand menu, and then clicking on the name of the school you wish to reach.

4. Take action! Once you've connected to one or more schools, you will be able to post jobs, request on-campus interview schedules, manage your applicants, and more. Here are some quick links to more detailed articles on these topics:

• How to Post a Job
• How to Post an Interview Schedule to a School
• Managing Interview Schedule Applicants

Already have a Handshake account?

1. Log-In to Your Account
2. Connect to Manhattanville (check out this article Check out this article: How to Find and Request Access to a School)

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Description must include:

• Job Title
• Job Responsibilities
• Qualifications Needed
• Work Schedule/Hours
• If the position is an internship: is it Paid or Unpaid
• Job Location (# Street, City, State and Zip) or Hybrid Status
• How to Apply

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In some circumstances, students require credit for an internship. They still must meet eligibility requirements to do so. Situations that apply include:

International students on an F-1 Visa are required by Manhattanville University to register any internship for credit to comply with government regulations (verification of visa status and internship requirements can be made through OISS or CCD).

Employer requirements: some companies, typically large corporations, require that their interns receive credit in order to comply with Department of Labor guidelines (and avoid lawsuits).

Major/Program requirements: some Manhattanville majors/programs require a credit-bearing internship to fulfill requirements, or offer a credit-bearing internship as one possibility to fulfill a requirement such as capstone or field experience.

Outside these situations, students may opt to register for credit to fulfill a major or minor elective (if available in the department), the experiential learning requirement, or to complete elective credits toward their degree.

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Vetting Process for Internships

The CCD uses three Standards for vetting an internship experience submitted for credit:

• Standard 1:        The internship meets Department of Labor guidelines outlined for unpaid internships (CCD applies these to all internships regardless of compensation).
• Standard 2:        The internship meets policy set by the National Association of Colleges and Employers.
• Standard 3:        The internship satisfies CCD guidelines for training, supervision, and industry learning.

 

Full text for these standards are below. These standards are advertised to employers in various ways, along with Manhattanville’s FERPA statement to employers supervising credit-bearing internships, also provided in this guide.

The CCD uses three primary criteria to evaluate an internship:

1. The student is the primary beneficiary of the internship, and daily operations and productivity of the company / organization may even be delayed to help the student learn.
2. The learning experience is equivalent to that which could take place in the classroom.
3. The student is acquiring industry-applicable skills that will benefit them after the internship ends.

Department of Labor - Internship Programs Under The Fair Labor Standards Act:

The Test for Unpaid Interns and Students provides general information to help determine whether interns and students working for “for-profit” employers are entitled to minimum wages and overtime pay under the Fair Labor Standards Act (FLSA).  The factors include:

1. The extent to which the intern and the employer clearly understand that there is no expectation of compensation. Any promise of compensation, express or implied, suggests that the intern is an employee—and vice versa.
2. The extent to which the internship provides training that would be similar to that which would be given in an educational environment, including the clinical and other hands-on training provided by educational institutions.
3. The extent to which the internship is tied to the intern’s formal education program by integrated coursework or the receipt of academic credit.
4. The extent to which the internship accommodates the intern’s academic commitments by corresponding to the academic calendar.
5.  The extent to which the internship’s duration is limited to the period in which the internship provides the intern with beneficial learning.
6. The extent to which the intern’s work complements, rather than displaces, the work of paid employees while providing significant educational benefits to the intern.
7. The extent to which the intern and the employer understand that the internship is conducted without entitlement to a paid job at the conclusion of the internship.

NACE Policy Statement:

To ensure that an experience—whether it is a traditional internship or one conducted remotely or virtually—is educational, and thus eligible to be considered a legitimate internship by the NACE definition, all the following criteria must be met:

1. The experience must be an extension of the classroom: a learning experience that provides for applying the knowledge gained in the classroom. It must not be simply to advance the operations of the employer or be the work that a regular employee would routinely perform.
2. The skills or knowledge learned must be transferable to other employment settings.
3. The experience has a defined beginning and end, and a job description with desired qualifications.
4. There are clearly defined learning objectives/goals related to the professional goals of the student’s academic coursework.
5. There is supervision by a professional with expertise and educational and/or professional background in the field of the experience.
6. There is routine feedback by the experienced supervisor.
7. There are resources, equipment, and facilities provided by the host employer that support learning objectives/goals.

CCD Standards:

In order to provide a robust learning experience and facilitate a strong relationship between intern and supervisor, the CCD requests that internship sites provide:

1. One Worksite Supervisor to the intern, who is responsible for training, giving feedback, being available to answer questions, prioritizing tasks and responsibilities, and formally evaluating the intern for grading and/or professional coaching purposes.
2. A professional commercial office space (not a home office) or clearly defined virtual space for the intern to work in during internship hours, with no expectation that the intern will spend their own money outside typical travel expenses.
3. A formal training period (minimum one workday) and regular opportunities for in-person communication and feedback (once per week recommended).
4. Clearly defined working hours, with no expectation that the intern will complete work outside those hours.
5. Clearly defined responsibilities, tasks, and learning objectives that fall within the scope of the details outlined in this contract.
6. High-level exposure to one or more areas of the organization’s operations, wherever possible, and opportunities to contribute meaningful work that helps the student gain industry-applicable skills.

 

Manhattanville University FERPA Statement:

“By signing, the representative for this organization attests that student record privacy provided under the Family Educational Rights and Privacy Act (FERPA) for the student named in this agreement will be extended from Manhattanville University to include this business entity. Under FERPA, the named student’s personal data or educational record will NOT be released to third parties for any purpose without first obtaining the written permission of the student and Manhattanville University. This FERPA protection is in addition to any other federal, state or local policies that cover this workplace.”

 

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Documents and Agreements

Employers will electronically approve an internship credit request form stating hours and days the student will be expected to report to work, learning objectives the student will experience during their internship, and identifying the immediate supervisor on-site. Furthermore, the employer will be required to sign an Affiliation Agreement stating the nature of the relationship between Manhattanville University and the employer.

 

As part of the internship credit request form, students sign an internship agreement outlining the CCD’s expectations of interns in the workplace. Worksite Supervisors agree to contact the CCD with any concerns about their Manhattanville intern’s performance throughout the semester.

Evaluations

The Internship Coordinator administers one mid-semester evaluation, and one final evaluation to students and Worksite Supervisors (EMPLOYER). 

 

Through these requirements, the CCD can evaluate student progress and conduct, as well as the value of the internship and adherence to the guidelines by the employer. The Center for Career Development and the student's faculty supervisor supports the student, and the Center for Career Development acts as the point of contact to employers.

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How do students hear about internships or job opportunities and events?

Students can find internships, jobs, fellowships, workshops, employer information sessions, on-campus interviews and career fairs in Handshake.

In addition, CCD shares opportunities and events through newsletters, social media, and outreach.

Do internships have to be paid?

Interns can receive academic credit for paid or unpaid internships. In many cases, when an internship is unpaid the employer will require that the student receive academic credit or school support, in accordance with US Department of Labor guidelines. Employers may review Fact Sheet #71 to determine if their interns should be paid under the Fair Labor standard Act.

What are the roles and responsibilities?

INTERN
• Interns are ambassadors of the college and themselves as individuals. Adhere to professional
work standards including: regular attendance, punctuality, working within the agreed upon
hours, wearing appropriate attire as stated by the organization, abiding by all code of conduct
policies, avoiding the personal use of electronic devices while working, and using workplace
communication etiquette with supervisors and colleagues in written exchanges, (ex., “Hello,
[supervisor name], Would you please direct me to the copy center? – [intern name]” vs “hi,
where’s the copy center”).
• Complete the agreed upon course assignments while meeting professional work obligations
• Complete CCD administered online evaluations, as required
• Initiate onboard, mid-term, and final check ins with Worksite Supervisor to create a forum for
reviewing your work and exploring questions you may have about your role, projects, deadlines
or other learning opportunities
• Attend a minimum of one CCD career development workshop, event, or fair during the term
• Connect with Worksite Supervisor, Faculty Supervisor, and CCD if unexpected concerns arise

 

FACULTY SUPERVISOR
• Support intern in critical reflection of internship experience and clarification of career goals
• Help intern to get the most from their experience through regular check-ins
• Assign and grade academic assignments
• Submit final grade for internship
• Communicate with Student and CCD regarding any concerns

 

WORKSITE SUPERVISOR
• Provide site information including employee handbook and any code of conduct information
• Establish communication, project, and role expectations
• Create opportunities for intern to meet 4497 learning objectives
• Introduce intern to key colleagues for further learning & networking
• Complete CCD administered online intern evaluations, as requested

What is the CCD's role?

The CCD facilitate the approval and registration process for each student. Once the semester begins our office helps with any employer-related concerns (including conflict mediation and collection of evaluations). The CCD may conduct site visits.

How are internships graded?

Worksite Supervisors are not responsible for course grades.   Worksite Supervisor feedback through the mid and final evaluation may be taken into consideration.

What should I do if intern performance/attendance issues arise?

Worksite Supervisors should contact the CCD with any issues regarding an intern’s performance. Once notified, the CCD or Faculty Supervisor will meet with the student to address and rectify and workplace concerns. The earlier we are notified; the sooner we can work with an intern to adjust their performance.

What are other employer partnership opportunities?

Below are other ways we can partner together to further develop the relationship between Manhattanville University and your company/organization.

Career Fairs: Showcase your company and share with students’ current employment and internship opportunities.
On-Campus Recruiting: Select qualified applicants online and host on-campus interviews to fill positions.
Information Sessions: Host a tabling, virtual or in person panel sessions to meet our students and promote your organization.
Networking Events: Host a roundtable discussion, lunchtime talk or speed-networking event, etc. We can customize the event based on your company’s needs.
Site Visits: Provide students with a hands-on learning experience and the opportunity to gain insider knowledge about your company’s culture and the industry as a whole.
Be a Mentor: Help inspire the next generation of the workforce as a mentor. Coach and empower your student mentee to improve their success in the workplace. Share your insights, knowledge and experiences about the industry you are passionate about.

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Use our Remote Internship Guide!

Internship Resources 

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