A new survey from Michigan State University has some great news for college students who will be graduating with bachelor’s degrees in 2015: hiring for new graduates is expected to jump by 16% next year. Since it was conducted between Aug. 15 and Sept. 23, and the 5,700 employers in the poll were asked about plans for students who will finish school in the spring of 2015, the numbers could go even higher, says Phil Gardner, director of Michigan State’s College Employment Research Institute (CERI), which conducted the survey.
As entry-level positions open up at your company, the talent, energy and passion of a recent graduate may seem like the perfect addition to your company. But employers beware: pulling in the best and brightest college graduates may be more challenging than you think.
There are some circumstances under which individuals who participate in “for-profit” private sector internships or training programs may do so without compensation. The Supreme Court has held that the term "suffer or permit to work" cannot be interpreted so as to make a person whose work serves only his or her own interest an employee of another who provides aid or instruction. This may apply to interns who receive training for their own educational benefit if the training meets certain criteria.
HR departments and employers can prepare for the onrush of applications and communication from college graduates by following these tips:
Every single year, thousands of people make the decision to apply for internships. Whether it’s for the learning experience, school credit, or a desire to get a foot in the door with a certain company—internships are in high demand. For small businesses looking for a way to attract qualified college students to their company, or to save a little money by eliciting entry-level help—an internship program can be a beautiful thing.