Employer Resources

Advertise your available position by posting a job on the UTD CareerWorks website. Only qualified students are able to view the job information and submit resumes to your preferred email address. We can consult with faculty and/or send a mass email to qualified students in order to increase the applicant pool.

After posting a job, you will be a registered employer. You will be provided with a User Name and Password to allow you access to review and/or change your job posting. You may also access the Resume Books on the UTD CareerWorks system.

Please complete an Employer Needs Form and email, along with a job description, to Lucretia Ensminger. Be sure to indicate if Full-time, Part-time or Internship. Also, if you would like to receive a Resume Referral of qualified candidates instead of or in addition to posting a job, please contact Lucretia.

After you collect resumes through a Job Posting, Resume Referral, Career Fair or an Information Session, contact Lucretia by email or phone at (972) 883-5935 to schedule an On-Campus Interview Date. Just email a list of those candidates you wish to interview and with adequate notice, we can schedule the interviews for you. To conduct interviews at your office site, please contact the students directly.

Many School of Management students have acquired some work experience or are currently working to support further education. They have developed a strong work ethic and a passion for their majors. They are seeking full-time corporate positions that will utilize their academic knowledge and work experience to allow them to contribute to your organization.

Our goal is to provide employers with access to highly qualified student workers for both immediate and year-round assistance. The School of Management would like to promote cooperation between the University and industry so that our students obtain valuable career-related work experience and your company has the ability to build a resource of potential permanent employees.

• Candidates available at all levels of expertise and in all majors; Undergraduates Masters, MBA and PhD
• The best “low cost/great quality” alternative available – NO “agency” fees involved.
• A “try before you buy” alternative that may also support future recruiting needs (possible resource of potential permanent employees)
• Cutting-Edge technology and increased diversity incorporated into your workplace
• Employers are not required to pay Unemployment Compensation taxes for any intern

• Interns are typically compensated at lower salaries than permanent personnel and are not provided benefits
• Internships are a commitment of 1 or 2 semesters (can be extended)
• Internships may be Part-time (20 hours or less per week) or Full-time (35 hours or more per week)
• Students respond best to internships with an educational component; if the work assignment relates to the student’s career or academic goals, both parties are winners
• Commitment within your organization to provide appropriate direction is critical to success
• Integrating the co-op/intern student as a full team member will result in the greatest benefit for both the student and your organization
• Some students elect to participate in a formal internship class which focuses on job goals. These students require a review of their goals when they begin working and completion of a Performance Evaluation Form by the employer at the end of the internship.

Some employers who are not Non-Profit Companies have posted Unpaid Internships for credit. However, these postings do not get much response from the students. The University always offers the student the option to obtain credit for any internship – if they need the elective hours. However, credit or elective hours are not “free” for the students as they must still pay the registration fees – totaling several thousand dollars for a 3 hour course. We encourage employers to pay at least minimum wage ($7.25 per hour). Interns, just as any employees, have everyday incidental costs such as transportation and lunch. According to FLSA rules, employers are liable to the following 6 criteria reported by the Wage and Hour Department:

If ALL SIX of the following criteria apply, students (including individuals participating in school-to-work programs, internships, transition, vocational education, work experience, etc.) are not employees within the meaning of the FLSA:

1. The training, even though it includes actual operation of the facilities of the employer is similar to that which would be given in a vocational school (a curriculum is followed, the students are under continued and direct supervision by either representatives of the school or by employees of the business).
2. The training is for the benefit of the trainees or students, such placements are not made to meet the labor needs of the business.
3. The trainees or students do not displace regular employees, vacant positions have not been filled, employees have not been relieved of assigned duties, and the students are not performing services that, although not ordinarily performed by employees, clearly are of benefit to the business.
4. The employer that provides the training derives no advantages from the activities of the trainees or students, and on occasion his or her operations may actually be impeded.
5. The trainees or students are not necessarily entitled to a job at the conclusion of the training period. Once a student has become an employee, the student cannot be considered a trainee at that particular community based placement unless in a clearly distinguishable occupation.
6. The employer and the trainees or students understand that the trainees or students are not entitled to wages for the time spent in training.

Students may serve as Unpaid Volunteers for public service, religious or humanitarian objectives. For example, students may choose to assist at established volunteer programs operated by charitable nonprofit organizations, government agencies, hospitals or nursing homes. The intent is clearly to donate their services for the public good. Commercial businesses can never legally utilize Unpaid Volunteers.

• No sponsorship is required to hire an International Student in an internship
• International interns may NOT work as independent contractors
• Employers are NOT required to pay Social Security or Medicare taxes (Employers are also NOT required to pay Unemployment Compensation Taxes for ANY intern)
• Workers Compensation Taxes MUST be paid and Federal Income Taxes MUST be withheld
• International students may work Full-Time only one long semester and a Summer – meaning either Spring and Summer or Summer and Fall
• International students may work Part-Time for multiple semesters
• Employers making an internship offer to an international student must prepare an offer letter on the company’s original letterhead. The letter must include the following:
  • A statement that the position is an internship or CPT
  • The beginning and ending dates of the position (Please call to obtain dates for the current semester)
  • The physical location (full address) where the student will be working
  • Supervisor’s name and title
  • Exact number of hours to be worked each week
  • Wages/hour
  • Organization’s EIN (necessary for students who must apply for an SSN)
  • Internship/job description