Internship Information and Resources for Employers

Find everything employers need to develop successful internship programs with Weber State University interns. This page outlines the benefits of hosting interns, including strong ROI, improved retention, and high intern-to-hire conversion rates, along with sample agreements, internship guidelines, and best practices for creating meaningful internship opportunities.

Internship Benefits

An effective way to recruit early-career college graduates
80% of employers surveyed indicated that internships provided the best return on investment (ROI)
50%-60% of interns convert to full-time employees with quicker onboarding
Interns who become employees have a high 75.5% retention rate after their first year, compared to 51.5% for non-intern hires
Opportunity to enhance an employer’s brand on college campuses
Interns are a cost-effective resource to accomplish work and increase productivity

Adapted from the National Association of Colleges and Employers ()

Essential Information

NACE Unpaid Position Statement (PDF)

Internship Agreement Form (PDF)

How to Hire International Students
1. Recruit and interview like usual!
2. Once you decide to hire an international student, write a Letter of Employment (for a template, contact Career Services) and give it to the international student.
  - Most of the remainder of the process is between the student and the International Student and Scholar Center (ISSC).
  - For CPT, you will need to sign a CPT Cooperative Agreement, which the student will bring to you.
  - For OPT, you will only need a Letter of Employment.
3. Before the first day of work, double-check that the student has completed all the paperwork with the university and has their Social Security card, if needed. Please review the rules behind employment with the student as well, or contact the ISSC at issc@weber.edu or 801-626-6853 for questions regarding CPT/OPT.

Questions to Consider

Will you pay the intern?
Where will you put the intern?
What qualifications do you want in an intern?
Who will have primary responsibility for the intern?
What will the intern be doing?
How many hours will the intern work?
What additional benefits can you offer an intern?

Best Practices

Paying interns enables meaningful work assignments, broadens the candidate pool, and supports intern-to-hire conversion.
Source, screen, and select intern candidates with the same standards as full-time hires to improve match quality and retention.
Assign substantive work tied to interns’ academic backgrounds and career goals to boost engagement and demonstrate value.
Combine orientation sessions, handbooks, and online portals to set clear expectations and equip interns for success.
Appoint a mentor to oversee logistics, foster connections, and guide intern development.
Offer in-person, hybrid, or remote options to accommodate intern preferences and organizational needs.