• Access to a source of qualified and skilled workers.
• Utilize well-prepared short-term employees while cutting recruiting and training costs.
• Increase business productivity.
• Evaluate new talent.
• Explore new and innovative ideas from student perspectives.
• Visibility for the company on college campuses.
• Investing in the next generation.

The National Association of Colleges and Employers (NACE) defines work-based learning as experiential learning that applies classroom knowledge to professional settings, allowing students to gain practical experience and network in their chosen fields while enabling employers to mentor and assess potential future talent.

To ensure that an experience is educational and eligible to be considered a legitimate internship by the NACE definition, all the criteria must be met:

• The experience must be an extension of the classroom: a learning experience that provides for applying the knowledge gained in the classroom. It must not be simply to advance the operations of the employer or be the work that a regular employee would routinely do.
• The skills must be transferable to other employment settings.
• The experience has a defined beginning and end, and a job description with desired qualifications.
• There are clearly defined learning objectives related to the professional goals of the student’s academic coursework.
• There is supervision by a professional with expertise and educational and/or professional background in the field.
• There is feedback from the supervisor.
• There are resources, equipment, and facilities provided by the employer that support the learning objectives

• A guaranteed job offer.
• Free help.
• Just manual labor.
• And easy grade, the student must be a contributing member of the company.
• A replacement of a regular employee’s position.
• Only for graduates.

• Set goals and guidelines for the work-based learning. Students need structure so they don't become lost, confused, or bored.
• Select a mentor/supervisor. Duties include.
• Complete orientation and training.
• Introduce the intern to the staff.
• Meet with the intern on a regular basis, provide feedback on professional and personal growth.
• Responsible for the safety and supervision of the student while on site.
• Evaluate performance.
• Contact faculty/internship advisor if student fails to perform assigned tasks or engages in misconduct.
• Create a work-based learning/job description that clearly explains the duties or projects, if applicable. These should match the student's academic program objectives.

• The majority of interns working at for-profit organizations must be paid at least minimum wage and any applicable overtime. Paid interns are W2 employees with the same protections as other employees; in other words, they are temporary employees treated the same as regular employees with respect to labor law.
• Paid interns are covered under the company's workers' compensation. Unpaid interns are covered under Bismarck State College’s internship insurance.
• Employers working with interns are encouraged to be aware of their workers' compensation benefit responsibility and consult with their human resources and or workers' compensation carrier.

Handshake and Golden Path Solutions are platforms for early talent recruitment, bringing together employers, students, and colleges in one centralized location. It enables you to customize your employer brand while leveraging data-driven strategies to identify and connect with top talent.

Employers interested in hiring BSC students can also create Handshake or Gold Golden Path Solutions accounts to post job openings or work-based learning and connect with qualified candidates.