University students with relevant work experience own a "tremendous edge" in today's competitive job market.
Most employers (87.2 percent) interviewed by the National Association of Colleges and Employers (NACE) said their new hires do have internship or co-op experiences. Nearly 40 percent of interns are offered full-time jobs upon graduation.
Differing from summer jobs, internships tend to be in a student's area of major study, include college credit, and require special evaluation from both employer and UI faculty. Pay varies from none to minimum wage and can be as much as $15 per hour.
Internships are often the beginning of successful careers for students. The majority of internships are taken for academic credit and the academic department helps find, approves the internship and supervises the intern. Alternatively, students find their own internships and then get approval from the appropriate faculty member.
The internship experience must be an extension of the classroom: a learning experience that provides for applying the knowledge gained in the classroom. Prior to the beginning of the internship, there must be clearly defined learning objectives/goals related to the professional goals of the student’s academic coursework and/or career plans. Please see the below resources for guidance in creating learning outcomes for internships:
- Writing an Enticing and Quality Internship Description
- Writing SMART Learning Objectives
- Internship Learning Objectives Based on Skills
- Action Verbs for Writing Learning Objectives
***The University of North Carolina Wilmington Career Center is committed to a Policy of Equal Opportunity for all students and graduates. The job and internship postings provided through the Career Center are open to all without regard to race, color, sex, age, national origin, religion, sexual orientation, disability or veteran status. The Career Center at the University of North Carolina Wilmington does not warrant or represent any particular posting or opportunity, whether paid or unpaid or that it complies with THE FAIR LABOR STANDARDS ACT AND/OR OTHER FEDERAL AND STATE LABOR AND EMPLOYMENT LAWS.