Employers
What's in it for you?
Today's employers need talent with practical experience and future-relevant skills. Establishing Work-Integrated Learning opportunities in your workplace will bring you a variety of advantages. From a fresh pair of eyes, to different skill sets and direct access into top talent pipelines, you'll connect with students bringing diverse experiences and knowledge to your organization.
"Jiaying was an excellent addition to our team and added tremendous value to our investment reporting area. Not only was she confident in her abilities and eager to learn, she played an integral role in revising one of our major reporting processes resulting in significant time savings and improvements in our team's overall efficiency."
Karyn Doan, Great-West Life
"Shailos, has been a valued addition to the HR Department in the short time she has been with us. Her contribution has been invaluable and some projects would not have been achievable if not for her. She has a strong work ethic and positive attitude; it has been a pleasure working with her."
Trish Clark, Tundra Oil & Gas Partnership
“It was our intention for the placement to be productive for both student and employer. We challenged Kirsten to make the most of the placement and we could not have hoped for a more proactive student. As a co-operative organization it is part of our values to reach out and work with academic partners in our region. A placement student can provide summer vacation cover or enable permanent staff to be assigned to other projects. Our experience is that the students are very focused and can be taught to be dedicated to the brand we’ve established. It challenged my ability to mentor. It was...
“Our goal was for Kelly to experience what it’s actually like to do the job on a day-to-day basis so she has a well-rounded perspective of accounting. Kelly was great. She’s a positive person and she fit really well into our organization. We’re already talking about bringing her back.”
Meyers Norris Penny (MNP)
“We believe in helping people learn more about the industry and giving them a chance to gain experience. (Assessment) is a niche industry. We have challenges attracting people into the industry but once they’re in the field they realize the job is interesting and varied, the employment rate is high, and the salary is very competitive. We have two previous summer students that are now assessors in the County of Camrose. I have no doubt Thomas will have a successful career as an assessor.”
City of Camrose
Michelle Clarke, Executive Director says "Burns Memorial Fund has employed many outstanding students as part of the University of Calgary’s Arts Co-op Program. The students come to us well-prepared for the workforce, bringing talent, skill and enthusiasm to our staff team. Co-op students have completed important assignments for our organization, including survey design and implementation, client impact reports and external communications materials. Participation in this program increases our community impact, as the Co-op students take on tasks and assignments which we would not otherwise have...
The same rules for interviewing apply to non-students and students. The goal of the interview is to understand the student’s experiences, skills and interest in the role. Their student status does not mean you can ask them questions that are inappropriate or illegal. Avoid questions related to citizenship, national origin, race, or ancestry, religion, sexuality or family status. Employers are governed by provincial and territorial human rights laws which are guided by the Canadian Human Rights Act. Consult the Human Rights Agency in your province of territory for more information.
There are many different types of Work Integrated Learning opportunities. Work placements span a range of sectors and types — from co-op placements with alternating academic terms and paid work terms, to apprenticeships to applied research projects — and more. There are also emerging types of WIL, including bootcamps and “micro” or very short-term placements. All placements must provide value to both the employer and the student. The work must be meaningful and mutually beneficial. Work placements should reflect the student’s field of study and provide ample opportunity to apply and develop relevant skills. To find the type of WIL best suited for your organization’s needs, see Types of WIL.
"Participating in the Asper Co-op program has been an extremely positive experience for me as a manager and also for my staff. As a manager, the program gave my staff the opportunity to grow, to provide work experience to a student and to give back to the faculty I graduated from. My staff benefited by having the ability to demonstrate their mentoring, communication and team player skills."
Tracey Alexander, Wawanesa mutual Insurance
Some FAQs at a glance
There are many different types of Work Integrated Learning opportunities. Work placements span a range of sectors and types — from co-op placements with alternating academic terms and paid work terms, to apprenticeships to applied research projects — and more. There are also emerging types of WIL, including bootcamps and “micro” or very short-term placements. All placements must provide value to both the employer and the student. The work must be meaningful and mutually beneficial. Work placements should reflect the student’s field of study and provide ample opportunity to apply and develop relevant skills. To find the type of WIL best suited for your organization’s needs, see Types of WIL.
Depending on the discipline, students can do a variety of tasks. Students learn skills, software and tools that may be used in your organization, and they’re looking for real world experience in which they can apply those skills. Students can be hired for varied lengths of time from a couple weeks to 18 months. Depending on the length of time spent at your organization, they can work on short or longer term projects, solve new or existing problems, and fill labour gaps as needed. To find the length and time commitment your organization can demand from students, see Types of WIL.
Work-integrated learning is a win for employers and for students. Work-integrated learning (WIL) placements offer a number of important benefits for employers. Employers acquire new knowledge and access to skilled talent. Quality WIL opportunities also drive innovation, enhance productivity, and help companies to compete in a changing economy. Students benefit from practical work experience, skill development, enhanced learning, and developing insights about future career paths. For more information, see Benefits of WIL.
For specific examples of skills and tasks students can do, see University of Alberta’s Common Work Term Tasks for Civil Engineering, and Université de Moncton’s 1-pagers on competencies for different co-op programs.
Employers can support meaningful, quality learning experiences by following some key principles. The following is a brief overview of the roles and responsibilities of employers.
- Offer a work integrated learning placement that relates to the position posted and the student’s field of study
- Provide accurate and detailed information on job responsibilities, compensation and benefits
- Make onboarding the student a priority
- Set clear learning goals, expectations and structure
- Provide ongoing supervision, feedback and mentorship at regular intervals
- Monitor progress, and provide formal/informal feedback to the post secondary institution.
- Treat the student as an employee and member of the team
- Provide the student with relevant training and development opportunities
- Communicate “unwritten rules” and expectations; for example dress code, work space etiquette, communication in meetings, use of personal devices
As an employer, you are expected to also pay students fair wages. Student salaries depend on the type of work assignment, location, sector and the student’s experience. Compensation should be clearly communicated from the start and recognize the impact student placements have on lowering your overall compensation costs and the value they bring to productivity and innovation. Salaries should be paid in accordance with the Employee Standards Act in your province. Your organization may be eligible for tax credits or funding depending on your province.
More information about the responsibilities of an employer can be found on Western’s Internship Program Employer Responsibilities, and UMBC’s Employer Responsibilities: Internships. For more information on suggested salary guidelines by discipline see University of Concordia’s Salary Guidelines.
Diversity and inclusion is good for people and good for business. Employers are increasingly recognizing the importance of diversity and inclusion in recruiting and retaining the skills and talent they need to thrive in a changing economy. A diverse workforce can help drive innovation, improve market share, and increase access to talent. People want to work for organizations that demonstrate excellent employment practices.
Learn more about the case for diversity from the Government of Canada’s Case for Diversity.
We recommended reaching out to a campus career centre, co-op office or equivalent before hiring a student. These centres have significant resources to make the process easier, including:
- Frameworks for how to assess your students,
- Information on grants and wage subsidy programs your business may be eligible for,
- Hiring and onboarding material designed for students,
- Tips for building a WIL program that works best for your organization.
Building a stronger relationship with colleges and universities can have long-term benefits for companies. You can give feedback on the strengths (and areas of improvement) for different programs to make sure that students have the right skills for a changing work environment. We do recognize, however, that sometimes the hiring timelines for employers and for schools don’t match up. When this is the case, we hope that the materials we’ve developed can help fill in these gaps so that both your organization and students can have a meaningful work experience.
Co-op and internship recruitment cycles typically begin 4-8 months before a placement starts, which is when students are thinking about their next term and must sort out where to live if they need to move cities. For example, if an employer wants a student to begin working in May, they should begin advertising the position in February at the latest - especially for employers that don’t live in areas with university or college campuses. Some schools have highly structured recruitment processes for their WIL programs, so be sure to confirm with a school if you intend to hire from a particular program.
