Internship/Experiential Education Program

How to Hire a Gatton Intern

Gathering Applications

Internship positions can be posted on Handshake, an online portal students utilize to search and apply for internships, full-time, part-time, and co-op positions. We can post internships and edit postings on your behalf, create screening criteria, and manage applications. Here is some basic information we will need about the internship:

  • Job Function/Description
  • Hours Per Week
  • Paid/Unpaid
  • Location
  • Qualifications/Requirements

Email to get started with your posting!

If you prefer to post positions yourself:

If you need assistance crafting an internship posting, we are happy to provide feedback and suggestions to help you attract applicants.

Interviewing Candidates

After receiving applications, we suggest taking time to interview student candidates to better understand their skills, experience, and organizational fit. If you are interested in utilizing one of our on-campus interview spaces in the Graham Office of Career Management, contact

Also, consider increasing your on-campus presence and brand awareness by tabling in the Gatton College of Business. This is an opportunity to network with students and recruit potential hires, as well.

Suggested Timelines

While students may search for internships at various times of the year, here are suggested time frames for posting your internships to optimize your student response rate:

  • Fall internships (August-December): by August 1
  • Spring internships (January-May): by January 1
  • Summer internships (May-August): by April 1

Credit vs Non Credit

While paid internships do attract more applicants, unpaid internships are an option, especially for non-profit and government organizations. A student may receive academic credit for his or her internship whether it is paid or unpaid, but a student is required to receive credit if it is unpaid due to labor laws.

Academic Internship Credit at UK

It is the intern’s responsibility to submit an application for the appropriate internship course and develop learning objectives for the experience. The courses are web-based, allowing students to complete the content and assignments regardless of location, and facilitates students’ reflection on how their internship experiences impact their academic and career goals.

An employer must sign off on a time sheet and complete an evaluation form on the intern’s performance at the conclusion of the semester.

Below are the semester hourly requirements for academic internship credit. For an unpaid intern, this number is the absolute total (a minimum and a maximum). For a paid intern, this number is a minimum. The intern and employer should discuss expectations for how hours will be distributed throughout the semester.

  • 1 credit = 48 total work hours (3-4 hours weekly)
  • 2 credits = 96 total work hours (6-7 hours weekly)
  • 3 credits = 144 total work hours (9-10 hours weekly)

Department of Labor Unpaid Internship Regulations

Under the Fair Labor Standards Act, if an intern is not receiving financial compensation for their work, the internship must meet the following criteria:

  • The work performed is an extension of a trade studied by the student.
  • The work experience benefits the student.
  • The intern does not displace regular employees.
  • The employer gains no "immediate advantage" from the student’s work.
  • The employer holds out no promise of future employment.
  • The intern understands that he or she is not entitled to wages for the time spent in the internship or in training.

Tips for Supervising an Intern

Before the internship:

  • Select a mentor or manager for the interns who is prepared to train and evaluate their work.
  • Identify meaningful projects for interns to work on that promote academic, career, or personal development.
  • Develop an intern packet with company policies, org charts, reporting expectations, forms for tracking activities, learning objectives, etc. for their reference throughout their internship.

During the internship:

  • Formally introduce the interns to others in your organization; host an orientation.
  • Meet regularly with interns to deliver constructive feedback and direction.
  • Keep notes in order to improve both your and the interns’ experience next time.

After the internship:

  • Conduct an exit interview with the interns to discuss their performance. Make helpful suggestions and recommendations to benefit their future professional endeavors.
  • Offer feedback to the Graham Office of Career Management on the interns’ performance.

Contact Information

The Graham Office of Career Management: 859-257-2001,
Sarah Madison, Associate Director & Manager of Employer Relations: 859-257-5348,