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The article explains what information can be disclosed by reference providers including the legal ramifications that can arise from improper disclosures. An example involving a student that had summer internship with a company is presented to illustrate the case of defamation versus qualified privilege from the perspective of the former employer and the student adviser. Tortious interference is discussed along with the potential pitfall arising from anti-discrimination laws.

The article presents the results of a qualitative study on the internship performance appraisal process from the perspective of the supervisor. The method used is explained as well as the qualifications of interview participants. Findings are reported involving oral feedback and written feedback. Three areas are identified wherein universities can help supervisors fulfill their responsibilities. Challenges facing supervisors are discussed as regards time, communication, and evaluation tools.

The article focuses on an internship advising model developed to assist career counselors in preparing college students for an internship experience based on the findings of a 2011 academic study on internships in the trading floor of a global investment bank. The study adopted sociocultural learning as a research framework. It relates the ways by which interns learned the practices of a workplace setting. It outlines the multiple purposes of internships for employers.

The article explores the ways by which employers in the U.S. are converting interns into full-time hires. It relates that employers that were successful in recruiting full-time hires have targeted schools where they have achieved success. The strategies utilized by ConAgra Foods in hiring interns are outlined. It discusses the benefits of offering housing assistance and providing meaningful work assignments to interns.

The article focuses on the results of a survey of by the National Association of Colleges and Employers (NACE) regarding the plans, expectations and preferences of underclassmen towards the job market. The survey shows that internships and career counseling are the possible activities that may affect the outlook of students towards career expectations. It was also found that the responses of the students and graduates differ in terms of their expectations in salary, benefits and employer.

The article discusses the U.S. Department of Labor (DOL) rules affecting international students and unpaid internships. The DOL will investigate unpaid internship programs that have been in place for many decades. The requirements of the Fair Labor Standards Act (FLSA), a law that prevents exploitation of workers by U.S. employers, are cited. It is emphasized that the students should obtain proper authorization to work to be covered by FLSA rules.

The article looks at trends in internship programs based on the findings of the "Internship and Co-op Survey" of the National Association of Colleges and Employers (NACE). Evolving from the traditional avenues of career fair to the growing use of technology, the more effective way is said to be the growth of internship and co-op programs as tools for hiring new graduates as full-time employees. Among the trends mentioned are interns as a percent of new college hires, the conversion rate for interns and the compensation rate for interns.

The article describes the soft skill workshop, a program developed at Geisinger, a large hospital system in Pennsylvania, that aims to incorporate the hard knowledge of the students and the soft skills that enable students to effectively navigate the professional world. Soft-skills programming is said to form a critical part of the internship experience. The series of workshops include resume development, cover letters and professional communication, interviewing and professional etiquette, web presence and tech pitfalls and career planning.

The article provides an answer to a question about the legal issues surrounding internships.

The article looks at current job-interview practices. The author observes that students' experiences did not match what the experts suggest they should expect in the job interview. It discusses job-interview characteristics. It describes the internship program in the English department at North Carolina State University. The author concludes that by exposing students to the variety of interview and question types, they become aware of the wide diversity of techniques that exist in a range of workplaces.

This article can be used as a guide for career center staff who advise students on working abroad and focuses primarily on opportunities for international jobs--the kinds of internships or post-graduate experiences that provide students a structured experience in which to live and work abroad. [ABSTRACT FROM AUTHOR]

This article explains the various steps in creating a summer internship program. The author poses several questions to guide employers in stating their purpose for recruiting interns. Techniques for integrating internship programs with the company's on-campus activities are presented. The author encourages recruiting teams to provide jobs that are meaningful and productive for the company.

Focuses on the efforts of cities and states in the U.S. to keep the college-educated workforce in their areas. Information on brain drain; Importance of attracting and retaining a college-educated work force to the economic growth of cities or states; Advantage of internship programs in attracting the college-educated work force. INSET: Interns on the Internet.

Presents the findings of a survey on several categories concerning internship and co-operative professionals. Profile of institutions where the respondents work; Description of the organizational structure of the office or department; Software used in the management of internship or co-operative programs; Job titles of the respondents.

Presents a survey that identifies the factors in providing students with a quality internship in the sport industry. Respondents and characteristics of their program; Internship evaluation and grading policies; Internship administration and provision.

Part II. Offers an interpretation of state and federal statutes that are applicable to experiential education programs. Principle of unemployment compensation laws; Reasons for the student's ineligibility for internship; Role of equal employment opportunity laws in the selection of interns; Responsibilities of an employer if an intern experiences harassment on the job.

The article discusses ways how to incorporate career services into academic affairs. Topics covered include the placement of experiential education professionals in academic departments to offer career services to students. Also mentioned is the need for universities and colleges to prepare students for the career world.

The article offers information on methods through which employers can recruit diverse student populations by successfully connecting with historically black colleges and universities (HBCUs), Hispanic-serving institutions (HSIs) and tribal colleges. Other ways include connecting through career centers, being involved in campus groups and offering co-operative programs and internships. It also mentions campus financial challenges, tips for employers and the measures for successfully achieving diversity in recruitment such as securing management support.

The article reports on the findings of the 2008 National Internship and Co-op Study conducted from September through December 2008. The report covers reasons to pursue internship, compensation and benefits and career services and marketing. According to it, internships are the single most-effective and cost-efficient college recruiting tool for employers to identify future hires so organizations must link students with great supervisors, gather feedback information and pay a fair wage.

The article discusses the recruitment techniques used by Mattress Firm. According to Abby Ludens, national recruiting manager of the company, selling mattresses as a job does not readily attract recruits, that is why the company focuses on offering employee benefits such as career development and continued education. It describes the branding strategies of the company such as offering packaged training materials, employment branding materials, social networking and technology, and an internship program.

The article presents answers to a question on career centers post internship opportunities for minority students.

The article discusses the common student visas that employers can choose in hiring international students for internships or job in the U. S. F-1 Optional Practical Training (OPT) is said to be the common visa for hiring these students for internship or after graduation. J-1 Academic Training, however, is the student visa which requires a written offer letter that their employment is related to their degree. H-1B visa is the common work visa in hiring international graduates for up to 3 years.

The article presents an update on the work of the National Association of Colleges and Employers (NACE) related to legislative and ethical topics of concern to colleges and employers in the U.S. It outlines the input provided by NACE regarding the regulations proposed by the Office of Personnel Management (OPM) to implement the Pathways Program. It relates the steps taken by NACE concerning the issue of unpaid internships.

The article discusses the components of an effective internship program which are said to vary from centralized to decentralized, and some live side-by-side with departmental internship programs. According to the article, efficiency comes through the wise use of systems and processes and should have clear visions and objectives to be effective, trained staff and quality resources for students and employers. Effectiveness is said to be measured by setting and accomplishing learning objectives and how effective the student's work experience was.