Thank you for your interest in hiring our UNA Pride.  The UNA Career Center uses Symplicity - a free, user-friendly job database that allows employers to recruit students.  Establishing your profile through Symplicity ensures that your job opportunities are visible to the largest student population.  Students and alumni have 24/7 access to the system to search for full-time, part-time, co-op and internship positions both on and off campus.

• Click "Employer" on this page to go to the employers login page.

• Click on "SIGN UP AND POST JOB" (The “Post a Multi-School Job” option incurs fees.)

• Complete the requested Company Information

• Under Services Requested, leave all options checked (This allows use of all system features.)

• Complete the requested Contact Information Click the "Next" button

• You will receive a confirmation email within 24-48 hours asking you to set up a password. To protect our students, all employer registrations are reviewed and approved by Career Center Staff.

• After you set up your password, you will arrive at the homepage on Symplicity, click on Jobs, Job Postings and than post a job.
• Complete the required Position Information.

Please pay special attention to the “Resume Receipt” question.

• If you select “e-mail,” any submitted resumes will be sent to the contact person via email.
• If you select “Accumulate Online,” you will need to log-on to Symplicity to view the submitted resumes.
• If you select “Other,” a text box will appear entitled “How to Apply” and you can type specific instructions (i.e. mail/fax or deliver in person)
• Hold down the Control Key to select multiple options from a drop-down box.

• Click the "SUBMIT" or “SAVE AND FINISH LATER” button.

Note:  Your account will be activated and your position posted within 1 business day upon approval from Career Center Staff during normal university hours. Process may be delayed if the university is closed. These positions are monitored regularly by Career Center staff.  If you have any questions, please call the Career Center at 256-765-4276 or email careercenter@doinghg.com.

Campus Interviews are a great way for employers to connect with our UNA students and recruit for both internships and full-time professional career positions. If you looking for assistance in locating and scheduling candidates, for internships or professional career opportunities, consider participating in the On-Campus Interview Program. Campus interviews are open to all UNA students, and alumni, throughout the year (including summer).

The Career Center staff will assist your organization in selecting a date, advertising your position(s), and getting applicants via our Symplicity online career management system. We will also work with our academic contacts across our campus to get the word out about your employment opportunity.

• Online interviewing is a great way to meet candidates while saving money and time.  If you are an employer interested in conducting Virtual interviews with UNA students, please contact our office at 256-765-4276. We will facilitate the process free of charge.
• We will coordinate interview times with the students you choose between the hours of 8 a.m. and 4:30 p.m. Monday-Friday.  Our office will provide a quiet location and a computer equipped with Skype for the candidates you select to interview.

The internship program at the University of North Alabama provides a valuable opportunity for both employers and students. In today’s tight job market, internships have rapidly become a prerequisite for many full-time positions. The payoff for students is invaluable: real-world experience, evidence of their future job-worthiness, and contacts in their field of interest. The result is an increased demand among students for internship positions and a pool of high-value, cost-effective talent for employers to recruit.

Hiring college student interns can benefit employers by:

• Providing an opportunity to sample talent and create a pipeline of future employees
• Offering a way to recruit, screen, and train potential permanent employees at a reduced cost and before making a full-time commitment
• Allowing convenience and flexibility of hiring additional staff during peak periods
• Bringing a fresh perspective to the organization and contributing to the company’s mission
• Offering junior-level managers an opportunity to gain supervising experience

As an employer participating in the internship program, you provide students with a valuable opportunity to develop practical skills and knowledge in a real work setting-an experience they are able to place on their resumes!

• Develop specific projects and assignments.
  • Whenever possible, delegate beginning-to-end projects. Let interns work as a member of the team so they can learn how different departments interact within the organization. Plan a challenging work experience and assign projects that relate to their studies. Routine office work should not be the primary focus of the experience.
• Determine the particular.
  • Map out the length and timing of the internship experience (i.e. summer, fall, or spring, and the number of weeks), working hours (part-time or full-time), applicant selection criteria, and compensation.
• Work with the supervising manager to create a job description.
  • Describe the organization and outline duties or projects associated with the internship. Develop a detailed position description that outlines the student's expectations and assignments.
• Select a direct supervisor for each intern.
  • This person should be responsible for assigning projects, working with the intern to provide on-the-job training, answering questions and offering regular performance reviews.
• Appoint an Internship Coordinator as needed for recruitment and management purposes.
  • The task of screening applicants, working with the Career Planning and Development, and administering the on-site activities of interns can become fairly time-consuming depending on the size of your internship program.
• Coordinate logistics prior to the intern's arrival.
  • Be sure to arrange for workspace, phone use, a mailbox, e-mail accounts, payroll forms, security clearance, parking permits, and any other needs.
• Provide training and support through an orientation or mentoring program.
  • The training program should cover the basics, including an overview of corporate philosophy, an office tour, and introductions to staff. You will also want to review the dress code, hours, and other relevant office policies and company procedures.
• Establish performance criteria and provide ongoing feedback about his or her performance.
  • This practice benefits both parties. It serves as a professional development experience for the intern and clarifies employer expectations of what constitutes quality performance on the job. Meet regularly, especially in the beginning.
• Before interns return to school, conduct their evaluation and "exit interview."
  • You will be asked to provide an evaluation of your intern. You will want to review this with them. You should also solicit feedback on the nature of their experience and suggestions they may have for improving the program. Be sure to get updated contact information.

1. Develop a job description.
2. Advertise the internship opportunity by posting it on Symplicity (Log in link present at the top of this page).
3. Review submitted applications and select an intern.
4. Work with the intern to complete the required paperwork:
   Memorandum of Understanding - This form outlines the responsibilities of the student, university, and employer.
5. In general, employers are required to:
   
   • Develop a job description
   • Provide regular supervision to the intern
   • Work with the intern to develop their learning objectives by providing projects and activities
   • Have expertise in the area in which the intern is working
   • Complete an evaluation of the intern’s work

Our office offers services to assist in developing and promoting your internship. Call the Career Center at (256)765-4276 to discuss your interest in an intern and we can help you:

• Identify a professional activity within your organization where an intern may be of assistance.
• Develop the internship position job description. The description needs to include the duties and responsibilities as well as any requirements.
• Post the position on Symplicity.
• Coordinate on-campus interviews for the candidates you wish to interview.

• Interns may work as regular part-time or full-time employees while earning academic credit.
• Work schedules are varied and tend to be flexible to allow for the students class schedule.
• Typically students work 10-20 hours per week during the academic year. Some may work full-time during the summer.

• An internship should provide training and experience related to a student’s academic course of study and career goals.
• Academic credit may become a component of an internship but is arranged by the student and university faculty.
• If you wish to align your internship with major/minor course goals and objectives, the Career Center can assist you in contacting the appropriate academic departments.

The question of whether or not to pay interns has a number of implications for employers. Given the limited duration of internships, the out-of-pocket costs associated with compensating interns may produce a strong return-on-investment and "pay-out" over the long run in the form of lower recruiting costs and reduced turnover. It may be helpful to consider the following when determining how to compensate your interns.

• The quality of an intern's experience need not be diminished simply because an internship is unpaid. However, the quality and number of available candidates for the hiring organization may be reduced because financial need prevents some highly qualified students from pursuing unpaid opportunities.
• In a for-profit organization it is common for employers to offer an hourly wage.
• In some fields like computer science and information systems, paid internships are the norm because of the specialized skills these students bring to the hiring organization. Students majoring in these fields are in demand and may have the luxury of choosing the best offer.
• In the not-for-profit sector, it is more common for internships to be unpaid. For the most part, students interested in working with not-for-profit organizations are aware that these may be volunteer positions.
• In the case of unpaid internships, it is typical for interns to work part-time so they can earn money through another job.
• Should you choose to use unpaid interns and you are a for-profit organization, be sure that your intern is considered a trainee under the Fair Labor Standards Act.

This section briefly covers the legal ramifications regarding hiring interns.  Please note, however, we are not attorneys, and this information does not constitute bona fide legal advice.  It should only be used as a guideline for consulting your own human resources department or general counsel on legal matters.

• With the exception of less stringent termination and unemployment compensation procedures, the same laws and standards for hiring full-time employees apply to hiring interns.
• While interns are not specified in the language of the law, we strongly recommend that you follow equal opportunity employment laws when recruiting and hiring interns.
• To limit exposure to a liability, it is generally a good idea to cover interns under your worker’s compensation policy even when they are unpaid.
• International students are authorized to work in the U.S., once they provide a letter confirming the internship placement. The University of North Alabama’s Office of International Affairs will then issue work permission documents that will satisfy I-9 requirements.

The UNA CO-OP Program has adapted to meet the needs of students and employers by offering Alternating CO-OP, Parallel CO-OP and a Professional Practice Program.

Alternating CO-OP: a 3 semester rotation with the student working full-time (no class attendance) one semester, going to school full-time the next semester and rotating until the student has worked a total of 52 weeks, or one year, with the same employer. Work responsibilities are based on the students’ academic major. Each work assignment has increasing responsibilities and contains an employer evaluation component.

Parallel CO-OP: for students who are not working full-time and desire to take courses along with working. Student works an average of 20 hours per week. Student works a total of 52 weeks, or one year, with the same employer. Work responsibilities are based on the students’ academic major. Each work assignment has increasing responsibilities and contains an employer evaluation component.

Professional Practice Program: available to students who have received a job opportunity requiring them to work full-time for one semester. This is a single work experience or some other unique experience not met by an established departmental internship program. The program allows students to satisfy the employer request that a student be recommended as CO-OP eligible when there is no guarantee of an additional work rotation requirement. Examples include the Disney Internship Program (where the student is ineligible for internship credit) and requests from Redstone Arsenal. The Professional Practice Program does not have an employer evaluation component.

**Overall CO-OP Program has no allowance for consecutive work-only semesters**

• Evaluating potential new hires prior to full-time job offers as the CO-OP becomes an extended interview.
• Having less down time training the new employee as the students is already familiar with processes procedures, company policies and culture.
• Providing an opportunity to participate in and influence the educational process as well as maintains positive contact with the University
• Communicating the needs of business and industry to the University.
• Having a qualified pool of candidates to hire from at the end of the co-op rotation. Employers tell us this is where they get many of their new hires.

The Career Center offers services to assist in developing and promoting your CO-OP opportunity. Call the Career Center at (256)765-4276 to discuss your cooperative education opportunity and we can help you:

1. Develop the CO-OP position job description. The description needs to include the duties and responsibilities relating to student's academic/major program of study as well as any employer requirements.

2. Advertise the internship opportunity by posting it on Symplicity.

3. Coordinate on-campus interviews for the candidates you wish to interview.

• Develop a job description and work with the CO-OP student to develop their learning objectives by providing projects and activities.
• Determine whether Letters of Recommendation or student transcripts are needed.
• View Symplicity Employer instructions and post the position in Symplicity.
• Request any employer required forms/information from the Career Center.
• Provide regular supervision and learning opportunities to the CO-OP student.
• Have expertise in the area in which the CO-OP is working.
• Complete Employer Evaluation at the end of term of the CO-OP’s work which will be submitted to the Career Center. Not required for Professional Practice.
• Work with the student to complete the required paperwork.

Compensation for a co-op is usually higher than that of an internship and close to market wages for the industry.

NACE Calculator and Compensation Data Center

• Phone: (256)765-4276 
• Fax: (256)765-4169 
• email: careercenter@doinghg.com

• Fall/Spring Hours
  • Monday - Friday | 8:00 AM - 4:30 PM
  • Evening hours available by appointment: (256)765-4276
• Summer Hours
  • Monday - Friday | 7:30 AM - 4:30 PM

• Free online job posting service through Symplicity and Handshake
• Extensive on-campus recruitment/interviewing program for you to recruit students and graduates
• Career Fairs and Events
• Career Exploration and Development
• Resume and Cover Letter Reviews
• Mock Interview Program
• Experiential Education Program (Internships & Co-Ops)
• Student Employment

• Post positions and manage the receipt of applications
• Access student resume books
• Specifically target UNA students and graduates; offer applicants quick access to your posting
• Receive email notifications from the Career Center about upcoming events and deadlines

Register today to take advantage of these services!