Internships/placements which offer highly structured, graduate-level work and provide a useful insight into your business are particularly valuable to students and can be undertaken during vacations.
The University of Edinburgh does not require most of its students to undertake a lengthy placement as part of their course. Exceptions (teaching, community education, social work, languages) tend to be arranged by the individual departments.
Some courses (eg engineering and science) require students to undertake work experience of up to 8 months which includes the summer vacation.
However, to guide you through the process of offering internships to students and to ensure mutual benefits for your business and the student visit the Chartered Institute of Personnel and Development (CIPD) guide "Internships that work" and the Association of Graduate Careers Advisory Services (AGCAS) guide "Common Best Practice Code for High-Quality Internships"
The Career Service adheres to the principles set out in the AGCAS Position Statement on Internships.
Advertising your vacancies on our vacancy website SAGE is free of charge. We are part of Scotland's Shared Graduate Vacancies Service delivered through Prospects Net.
When advertising your internship, select the 'work experience' option. You can then choose to:
• advertise your vacancy to students at Edinburgh only OR • advertise your vacancy to students at all Scottish higher education institutions participating in the Shared Graduate Vacancies Service*
* At present, these are the universities of Edinburgh, Aberdeen, Abertay, Dundee, Glasgow, Glasgow Caledonian, Heriot-Watt, Edinburgh Napier, Stirling, St Andrews, Strathclyde and the University of the West of Scotland.
Alternatively, you can use one of the forms below and email to SAGE@ed.ac.uk
Before submitting your vacancy please read our conditions of advertising
Recruitment agencies should visit the 'Information for recruitment agencies' page.
The processes involved in recruiting a student for a formal internship or placement should not differ from your standard recruitment process. However, you may not be fully familiar with your obligations. In our experience it’s always better to ensure that the student you recruit is fully aware of what is expected of them before starting work. A starting point would be to ensure that you provide the student employee with:
For further help and guidance on the recruitment process, your legal obligations and good practice once your new employee is in place visit the Business Link website.
This article was published on Dec 2, 2013