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.
A well written and detailed job posting can save you a lot of time and effort in your search for qualified students. Clarity is key. It’s important to understand early on exactly what role you are seeking to fill, the scope of the work, and the required qualifications and skills. Here are a few considerations as you build your job posting:
- Define the role, key responsibilities and required skills and experience. Include a clear job title that matches the role.
- If possible, include core competencies that relate directly to the job. Include a clear job title and an overview of how the role fits within the larger organization and its priorities.
- Avoid jargon and include specifics on salary if possible, how to apply, key contacts and timelines.
- Seek feedback on job postings from your campus career centre if possible.
To learn more about developing an effective job posting, see CEWIL’s How to Write a Job Posting.
Your private-sector company may be eligible for tax credits or funding depending which province or territory your business is located and the type of work-integrated learning placement offered. See the Government of Canada's Provincial and Territorial Corporation Tax page for more information.
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.
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.
Timothy Flood, President of the oldest construction company in Canada, along with his brothers and cousin, are the fifth generation of his family to operate the company started by his ancestors in 1848. John Flood & Sons (1961) Ltd. is a successful business based out of St. John, New Brunswick, that is active in commercial, industrial, institutional and residential construction.
Ensuring the continued success of his family business is very important to Mr. Flood and he recognizes the need to pass on important skills and craftsmanship from one generation to the next. To achieve this...
“There’s no better way to ensure strong, effective growth in your company than to hire an apprentice. They bring fresh new ideas, giving you a competitive edge that adds value to your business.”
Bruce Sutherland, President of Wolftek Industries Inc.
How did the process of hiring a student work for you?
There is no question, Western consistently provides us with quality candidates. As a tech company, ZTR always wants to be a step ahead in our innovation and in advancing the industries that we serve. Western uses an excellent review system that engages both our contacts at ZTR, and the student, to provide feedback to each of us at set intervals. The process is simple and streamlined so that it doesn't interrupt the student’s education nor company operations. This helps ZTR and the student have the best experience possible. Western...
The Geological Survey of Canada (Atlantic) at Bedford Institute of Oceanography (BIO) hires Geology and other science Co-op students as field and lab assistants and to carry out specific projects analyzing and interpreting marine and coastal geological data. Without Co-op students, I would be a much less productive scientist! I enjoy introducing students to the challenges of marine science and seeing them put their class-work into practice in a work setting. Some Saint Mary’s students have come back to do an honours or M.Sc. project, and two are now my colleagues at BIO.
David J.W. Piper...
I see the Co-op program as a win-win opportunity and would recommend it to both students and employers! From the student’s perspective, it gives them an opportunity to foresee the role that’s expected by the employer. On the employer’s side of the equation, it provides an opportunity to determine whether a potential candidate demonstrates the qualities and skills they are looking for in an employee.
Lisa MacDonald, CA, BComm, Senior Manager, Grant Thornton
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.
