Getting Started on Handshake
To get started with recruiting at DePaul, create an employer account on Handshake. Handshake is an interactive job board and recruiting tool for your company’s opportunities. It takes about 3 minutes to set up your free profile and to begin posting open positions. With Handshake, you can:
Our team will review and approve your account in 2-3 business days. After approval, you’ll be ready to post! These articles from Handshake support are helpful in getting started:
This article covers how to create a user account, join a company, and connect with schools.
This help article covers how to post a job in Handshake.
For additional questions regarding Handshake postings, please email email@example.com or give us a call at (312) 362-5201.
Posting Best Practices
Job and internship postings should be thorough and easy to read in order to provide a realistic preview of the position’s expectations. Internship descriptions will vary slightly than typical job descriptions. Below you will find best practices for creating a high quality internship description.
Crafting the Internship Description
- Degree or field of study
- If you are open to receiving applications from all majors, mention this in the job description.
Years of experience
Note: The scale above originates from the NIH Proficiency Scale
- Some students shy away from applying to internships that require experience because they aren’t sure if their experience applies.
- Many internships do not require previous experience; if this is true for your organization, state it.
- Level of technical knowledge needed:
- 1 - Fundamental Awareness (basic knowledge)
- 2 - Novice (limited experience)
- 3 - Intermediate (practical application)
- 4 - Advanced (applied theory)
- 5 - Expert (recognized authority)
Timeframe and Compensation
- Specific internship timeline information, such as total length of the internship and desired hours, should be stated here.
- If the position is unpaid, it is important to list a specific date at the end of the internship experience in which the manager can evaluate the intern’s performance.
- Skills and abilities necessary for the role
Student Learning Outcomes (SLO)
- Student learning outcomes are defined in terms of the knowledge, skills, and abilities that a student has attained or learned by the end (or as a result) of their internship experience. SLO’s are not a list of job duties and responsibilities.
- Develop SLO’s (in bullet format) that describe specific knowledge, skills, and/or abilities that the student will learn during their internship experience.
- Start with the following lead-in statement: “At the end of the internship, the student will be able to…”
- Start each SLO statement with an ACTION VERB.
Internship Programs and the Fair Labor Standards Act
The Fair Labor Standards Act (FLSA) requires “for-profit” employers to pay employees for their work. Interns and students, however, may not be “employees” under the FLSA—in which case the FLSA does not require compensation for their work. Courts have used the “primary beneficiary test” to determine whether an intern or student is, in fact, an employee under the 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 seven factors as part of the test. Click here to review the factors and download the FLSA fact sheet.
Individuals and organizations are required to maintain a commitment to professional conduct. The principles presented here are designed to provide you with three basic precepts:
Maintain open and free selection of employment opportunities in an atmosphere conducive to objectivity
Maintain a fair and equitable recruitment process
Support informed and responsible decision-making by candidates
Adherence to these guidelines will support the collaborative effort of career planning, placement and recruitment of professionals while reducing the potential for abuses. The guidelines apply to new technology or third-party recruiting relationships which may be substituted for the traditional personal interaction among Career Center professionals, employer professionals and students. These principles are not inclusive. They are intended to serve as a foundation upon which professionalism can be promoted.
Excerpted from the National Association of Colleges and Employers, Principles for Professional Practice
Third-party recruiting/pyramiding/multi-level marketing
Third-party recruiters will be extended services if a) they are recruiting for employment within their own organization or b) if they are representing a specified client. Third-party recruiters are required to identify the client/organization they are representing and state specifically the jobs and/or internships for which they are recruiting in the job posting or event registration. Resumes obtained during campus recruiting cannot be shared with other third party recruiters or other clients.
DePaul University Handshake Posting Policy
Handshake is the central resource for recruiting talented and diverse DePaul students and alumni from multiple disciplines. Students looking for skill building employment experiences, quality internships, full time career positions requiring a bachelor’s degree or above utilize this site as well as experienced alumni looking to advance their careers. In addition, qualified employers can use Handshake to engage in a full array of programs including career fairs, targeted recruiting events/services, student profile search, and campus interviewing. DePaul University Career Center reserves the right to restrict recruiting services at any time.