Internship Guide: Employers

Before launching an internship, consider where interns can provide the most impact. Ask yourself:  

• What gaps exist within our organization?  
• What projects have we wanted to accomplish but lacked capacity for?  
• Where do we need additional support, fresh ideas, or updated approaches?  

Internships should align with both your organizational goals and meaningful learning opportunities for students.  

Determine what kind of program you want to create and what resources are needed. Consider:  

• Do we have the staff to support an intern?
•  Will this be a paid position?   
• How many interns do we want to hire?  
• Will this be a single position or a formalized program with multiple placements across departments?  
• Where will the intern(s) work—on-site, remote, or hybrid?  
• Do we have the necessary equipment and workspace?  

Review our policies on Paid vs. Unpaid internship positions.

A strong internship experience depends on engaged supervision. Think about:  

• Who will directly supervise and mentor the intern(s)?
• How will they provide consistent guidance, support, and feedback?
• Do supervisors need additional training in management, mentoring, or coaching?
• Are they equipped with the subject matter expertise to help the intern connect classroom learning to workplace practice?
• Do they have the capacity to dedicate time to the student’s development and success?

Clarify what you expect from interns and what they will gain in return. Ask yourself:    

• What will the intern do on a day-to-day basis?  
• What project(s) will they complete by the end of the internship?  
• What skills or experiences should they walk away with?  
• What training or resources will they need to succeed?  

Use the NACE Career Readiness Competencies to guide your curriculum to ensure your future interns are ready for the workforce.

A clear schedule helps set expectations for both your organization and the intern. Consider:  

• How long will the internship last (summer, semester, year)?  
• Can responsibilities reasonably fit within this timeframe?  
• Does the timeline align with the academic calendar?  

Specific dates can be found on the university calendar at usf.edu/registrar/calendars/

A strong job description attracts the right candidates. A great job description may include:  

• A brief overview of your organization  
• Responsibilities and projects the intern will complete  
• Benefits of the role, such as the skills they will gain and networking opportunities   
• Expected timeline for application and/or hiring  
• Learning objectives  

Review this job description template for guidance on creating your own.

Handshake is the USF’s official career platform that connects employers with students and alumni seeking internships, part-time roles, and full-time opportunities. With over 14 million students nationwide, Handshake makes it easy to promote your openings, build your brand on campus, and connect with qualified candidates.  

Through Handshake, you can:  

• Post your internship or job opportunities directly to our students  
• Manage applicants and review student profiles in one place
• Increase visibility for your organization on campus and beyond

For step-by-step instructions on creating an account, posting positions, and maximizing your reach, please refer to our Handshake Employer Guide.

Attracting the right intern starts with strong employer branding. Today’s students are looking for organizations that not only offer meaningful work, but also align with their values, culture, and career goals. By showcasing your organization’s mission, workplace culture, and growth opportunities, you can stand out as an employer of choice.  

When recruiting, consider the qualities and skills of your ideal candidate. A well-written job description, clear learning outcomes, and a visible presence on campus all help connect you with motivated students who will thrive in your organization. Offering a paid internship can also significantly increase the number of applicants and help you reach a broader, more diverse pool of candidates.  

Our Center offers a variety of ways to engage with students, from career fairs to on-site interviews and industry-specific panels. These events and services are designed to help employers build relationships with students and raise their visibility on campus.  

A successful internship experience goes beyond assigning tasks, as it requires intentional management, training, and mentorship. By setting clear expectations and providing structured support, you’ll create a meaningful experience for both your intern and your organization.  

Training & Onboarding  
Start with a strong foundation. Provide an orientation that introduces your intern to the organization, your team, and workplace culture. A training guide or checklist can help interns quickly understand their responsibilities, procedures, and available resources. 

Setting Goals & Structure  
Clear goals give interns direction and purpose. Work with your intern to outline specific projects, learning objectives, and professional development opportunities. Some employers create a “syllabus” or internship timeline to show what milestones will be reached and when.

If the intern is enrolled in an academic internship course, it’s important to discuss any requirements tied to earning credit at the very beginning. This may include documents that need to be signed, evaluations to be completed, or specific learning outcomes to be addressed. Establishing these expectations early ensures both the supervisor and intern understand what is needed to support the student’s academic success.  

Ongoing Support & Check-ins  
Regular communication is key to a successful internship. Weekly check-ins, whether formal meetings or informal conversations, allow supervisors to provide feedback, answer questions, and adjust assignments as needed. Monitoring progress helps ensure interns are both contributing to your organization and growing professionally.  

Career Exposure & Development  
Internships are about learning, not just working. Provide opportunities for your intern to explore career paths by connecting them with staff members, attending meetings, or shadowing professionals in different areas. These experiences build context and help students see the bigger picture of your industry.  

Reflection & Evaluation  
Encourage interns to reflect on their work and progress throughout the internship. Structured evaluations, ideally at the mid-point and end of the internship, allow both the intern and supervisor to assess performance, highlight strengths, and identify areas for growth.   Use our sample evaluation tool or refer to it as a guide to make your own.

Assessment ensures interns are supported with feedback and your program continues to improve.

Consider:  

• How will you evaluate student performance and growth? (Midpoint and end-of-internship evaluations are recommended.)  
• How will you gather feedback from interns about their experience?  
• How will you assess the effectiveness of your internship program and improve it for future semesters?  

Use our sample evaluation tool or refer to it as a guide to make your own.

It’s best to begin your search at least 3–6 months before you plan for the intern to start. This allows time to create a position, post it on Handshake, review applications, and conduct interviews. For summer internships, many employers start recruiting in the preceding fall or early spring. 

Internship start dates vary depending on the organization and academic calendar. Many internships begin at the start of a semester or over the summer. Typical durations are: 

• Summer internships: 8–12 weeks
• Semester-long internships: 10–16 weeks 
• Year-long internships or co-ops: Flexible, depending on the student’s schedule and academic requirements 

The workload depends on whether the internship is part-time or full-time. 

• Part-time internships: 10–20 hours per week, often aligned with class schedules 
• Full-time internships: 35–40 hours per week, typically during the summer 

Be sure to balance meaningful work with a manageable schedule for the student. 

Academic credit is not a requirement for an internship experience for most students. However, we strongly encourage students to connect their internship experience with an academic internship course when it is available to them. It is important to note that not all degree programs have an academic internship course requirement. This is something that will be determined by the student and their academic department based on their individual graduation requirements.

Requirements of an internship site can vary by degree program, so students should check with their academic department or internship coordinator. As an employer, you may need to provide a learning plan or evaluation to support the student’s credit. 

Most international students on an F-1 visa can participate in internships through Curricular Practical Training (CPT) or Optional Practical Training (OPT) without employer sponsorship. Sponsorship is generally not required for short-term internships, but longer or post-graduation employment may require work visa sponsorship. Students are encouraged to verify their authorization and the CPT requirements with their USF Office of International Services. 

For questions about internships or to set up a consultation call, reach out to Taylor Snipes, the Assistant Director of Internship Development, at tsnipes@usf.edu.