Bringing students in to help provides multiple benefits to employers. It provides additional assistance on tasks, new ideas and perspectives, and potential future employees. Students can help with both small, menial tasks and more complex projects. Employers gain brand ambassadors by treating students well during internships, co-ops, summer jobs, or part-time work. When utilizing students, employers should set clear expectations, define needed skills, inform students of responsibilities, and ensure a smooth onboarding process to create a partnership that benefits all involved parties.

1. Employer & Recruiter Tip BENEFITFROMBRINGINGSTUDENTSIN TO HELPMark Swartz, Career Coach

2. .1BENEFITS OFBRINGING STUDENTSIN TO HELP

3. 1. BENEFITS OF BRINGING STUDENTS IN TO HELPAdditional assistance on all sorts of tasks and projects, ranging from the smallest and most menial (that no one else wants to do), to bigger and more complex

4. They may have new ideas and different ways of seeing things that could improve your processes

5. You gain a potential future employee to stay in touch with, invite in part-time to work when things are hectic, and cultivate as a knowledgeable staff member for down the road

6. You can point to the students you’ve groomed as an example when you try to recruit other work-term youth

7. Treat students well and they become Brand Ambassadors.2WAYS TOBRING STUDENTSIN TO HELP

8. 2. WAYS TO BRING STUDENTS IN TO HELPInternship: Usually a one-time work (10-12 week) assignment, often in the summer. Typically doesn’t interfere with classes (high school or post-secondary) due to timing. Can be full- or part-time, paid or unpaid, depending on the employer and the career field

9. Co-op:A joint venture between the post-secondary school and your company. Co-Ops are full-time, paid positions. More training is offered to students because of this

10. Summer Job: For high schoolers and post-secondary students. A paid position during the summer months only, though this might extend to part-time work afterward (and full-time after graduation)

11. Part-Time Job: Paid employment any time of the year that falls under your provincial standards for hours less than full-time.3MAKING IT WORK FOR ALL WHEN BRINGING STUDENTS IN

12. 3.1 SET CLEAR EXPECTATIONS ALL AROUNDBegin With Clear Objectives: What do you hope to achieve? Are you deliberately building a pipeline of young trainees for future staffing needs? Are you attempting to enhance your firm's reputation by the way you deal with students?

13. Define Your Needs:Outline the skill sets that you are looking for, and determine which areas of your organization could benefit most from student assistance

14. Inform The Student(s):They need to know what you want them to do, when to show up, how to interact with other staff, who to turn to for guidance

15. 3.2 TURN THIS INTO A PARTNERSHIP FOR ALL WHO ARE INVOLVEDConsult With Your Staff: Try not to plunk students into situations where the employees they will be working with have had little or no say in things. Instead, elicit input from staff on how a student might best assist them

16. Become An Ally Of The School's Career Centre(s): Internships and co-ops thrive when employer and school pave the path for a smooth process. You can assist by signing paper work quickly and by not making outrageous demands on the thinly stretched career centre personnel

17. Help The Student Get Onboard Quickly A planned entry makes things easier on everyone. Make sure you aid the student in finding his or her way around quickly. Introduce them to the team. Brief them in detail on tasks, expectations, reporting relationships. Assign a mentor who can give additional advicemore on this topic:Benefit From Bringing Students Inmore Employer/Recruiter/HR advice:http://hiring.monster.ca/hr/hr-best-practices.aspxjoin us on: