Employer Internship Benefits
- Short-term support without a long-term commitment
- Management experience for supervisors/mentors who direct the intern's work activities
- Opportunity to evaluate (six to 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.
Internships for credit must run through the academic semester in coordination with the intern's class schedule. Clerical work performed by the student must be kept to a minimum. The job responsibilities and expectations should be the same whether the intern is paid or unpaid. The College of Business strongly encourages paid internships.
Students can receive up to three (3) credit hours for a domestic internship and six (6) credit hours for an international experience; however, note that internship credit isn't beneficial or cost effective for all students. Since students must pay tuition for an internship for credit, it is often more difficult to fill unpaid internship openings. In these cases, many employers offer a stipend to cover the cost of the internship credit. Providing a paid internship may also increase the number of applications you receive for the position, and it would be an incentive for those students who have to maintain a part-time job throughout college to help cover their expenses. Ultimately, the employer determines whether an internship is paid or unpaid. However, the College of Business has the right to reject a student's request for academic credit for any internship experience if the experience does not meet established guidelines.
Criteria for Unpaid Interns
Courts have used the “primary beneficiary test” to determine whether an intern or student is, in fact, an employee under the Fair Labor Standards Act (FLSA). In short, this test allows courts to examine the “economic reality” of the intern-employer relationship to determine which party is the “primary beneficiary” of the relationship. Courts have identified the following seven factors as part of the test:
- 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.
- 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.
- The extent to which the internship is tied to the intern’s formal education program by integrated coursework or the receipt of academic credit.
- The extent to which the internship accommodates the intern’s academic commitments by corresponding to the academic calendar.
- The extent to which the internship’s duration is limited to the period in which the internship provides the intern with beneficial learning.
- 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.
- 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.
Courts have described the “primary beneficiary test” as a flexible test, and no single factor is determinative. Accordingly, whether an intern or student is an employee under the FLSA necessarily depends on the unique circumstances of each case. If analysis of these circumstances reveals that an intern or student is actually an employee, then he or she is entitled to both minimum wage and overtime pay under the FLSA. On the other hand, if the analysis confirms that the intern or student is not an employee, then he or she is not entitled to either minimum wage or overtime pay under the FLSA. For additional information, please view the Internship Program Fact Sheet #71 on the U.S. Department of Labor website.
The College of Business believes it's important to let the internship search process mimic the job search process. Therefore, we ask employers to post internships. To advertise specifically for business majors, complete our listing details at the following site business.fsu.edu/job-board-submission. From there, we will include your information in our weekly newsletter and internship bulletin board. If you’d like to advertise university-wide, we encourage you to post to SeminoleLink powered by Handshake. This is the FSU Career Center's registration system linking Florida State students to potential employers. This is also a great way for employers to form an official recruiting relationship with the university in general. Posting is free and easy! By registering with SeminoleLink, you also gain the ability to post full-time jobs, request on-campus interview dates, register for career events and sign up to be a mentor through our ProfessioNole networking system.
- Create financial statements
- Audit financial statements
- Tax preparation and planning
- Accounting information systems
- Compliance analysis
- Investment banking
- Financial statement analysis
- Bank management
- Brokerage activities
- Financial planning
- Business plan development
- HR analysis and compliance
- Project management
- Information systems
- Management training programs
- Strategic marketing planning
- Client relations and research
- Promotion and event planning
- Idea generation and screening
- Supply chain analysis
- Participating in market analyses
- Surveying financing terms
- Participating in the mortgage loan process
- Inspecting properties
- Performing appraisal functions
Risk Management / Insurance
- Agency marketing and promotion
- Complaint data evaluation
- New client enrollment packets
- Compile renewal data
- Policy cancellation processing
- Target market research
- Cold calling and prospecting
- Relationship development
- Key account management
- After-sale service
Yes, a student can receive academic credit for an internship. If a student asks about receiving credit, please refer them to the Internship Program Office and/or follow this link for detailed instructions.
The employer responsibility is to complete an Employer Internship Confirmation Form and provide evaluations of the student's performance during the term. Employers will automatically receive this form once student’s initiate the application process.
Once the student secures the internship, he/she will touch base with the employer to provide instruction on how this information must be communicated to the Internship Programs Office.
There have been numerous discussions and articles about paid and unpaid internships. The National Society for Experiential Education has held a consistent position regarding this matter for a number of years. The Society's current stance is described below:
An institution should have a policy to favor paid work positions for students whenever pay can be arranged in work environments that have the potential for meeting the student's goals. Outdated policies that prevent students from being paid for their work if they are receiving college credit are discriminatory because they often preclude participation by low-income students. Credit is for what students learn; pay is for what they provide to the field sponsor. The two are neither mutually exclusive nor conflicting.
For more information, read the National Association of Colleges and Employers (NACE) position statement on U.S. internships.
Please make sure to review our Employer Internship Policies & Procedures (PDF).