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Hire a Lion

At LMU Career and Professional Development, we strongly believe that full-time and part-time jobs, as well as internships and micro-internships, provide invaluable opportunities for skill development and career discernment for current students and alumni. We look forward to supporting you on your recruiting needs and reaching talented students at Loyola Marymount University. Whether you are just launching an internship program, seeking new talent for your organization, or looking to diversify your workforce we have something for everyone. We encourage you to learn more about our offerings, read our Employer Agreement, and contact us directly with questions about how to recruit at LMU.

Job, Internship, & Micro-Internship Resources for Employers

It is the responsibility of the employer to provide a safe and supervised workplace environment with expertise free of harassment and discrimination as well as the following:

  1. Adhere to the guidelines for internships as outlined in the Federal Labor and Standards Act of 1938.
  2. Develop relevant learning objectives aligned with the intern’s academic major, professional interest or passion, and that are congruence with LMU’s mission and goals.
  3. Notify LMU in a timely manner of hiring, termination and or issues that may arise out of the placement.
  4. Complete a constructive evaluation critiquing the intern’s performance.
  5. Orienting the student intern to the company’s structure and operations.
  6. Orienting the student intern to the company’s policies and procedures regarding appropriate dress, office hours, and applicable leave policies.
  7. Introducing the student intern to the appropriate professional and clerical staff.
  8. Providing the student intern with adequate resources necessary to accomplish job objectives.
  9. Orienting the student intern to the policies and procedures of the personnel department.
  10. Affording the student intern the opportunity to identify with the supervisor as a professional staff person by jointly participating in office interviews, meetings, conferences, projects, and other personnel and management functions.
  11. Assigning and supervising the completion of tasks and responsibilities that are consistent with the student intern’s role and agreed learning objectives in the company.
  12. Consulting the university’s internship staff in the event that the supervisor becomes aware of personal, communication or other problems that are disrupting the student intern’s learning and performance.
  13. Providing regularly scheduled supervisory conferences with the student intern.
  14. Participating in the joint and individual conferences with the student intern and faculty coordinator regarding the student intern’s performance.
  15. Submitting a job description for the student intern within 10 working days from the start of the internship.
  16. Make available the site and staff for visitation by the university’s internship staff.

According to the Department of Labor, the Courts have used the “primary beneficiary test” to determine whether an intern or student is, in fact, an employee under the Fair Labor Standards Act. Courts have identified the following seven factors as part of the test:

  • The intern and the employer clearly understand that there is no expectation of compensation. Any promise of compensation, express or implied, suggests that the intern is an employee — and vice versa.
  • The internship provides training that would be similar to that which would be given in an educational environment, including the clinical and other hands-on training provided by educational institutions.
  • The internship is tied to the intern’s formal education program by integrated coursework or the receipt of academic credit.
  • The internship accommodates the intern’s academic commitments by corresponding to the academic calendar.
  • The internship’s duration is limited to the period in which the internship provides the intern with beneficial learning.
  • The intern’s work complements, rather than displaces, the work of paid employees while providing significant educational benefits to the intern.
  • The intern and the employer understand that the internship is conducted without entitlement to a paid job at the conclusion of the internship.

Interested in adding value to your business or organization while providing an opportunity to help a college student gain valuable experience? Would you like to have an opportunity to work with a job candidate in a real-time professional working environment? Consider offering a student internship! Over 95% of incoming first-year students each year indicate that they intend to complete at least one internship as part of their LMU educational experience. An internship is a transformative educational experience in which students take on meaningful responsibilities within an organization and contribute to its success.

For students and employers, an internship is a win-win situation. Through their internship experience, students are able to gain valuable professional experience, to establish contacts with prospective employers and evaluate career related opportunities first hand. The organization, in turn, benefits from the contributions and fresh ideas of energetic and competent students. Interns are a valuable resource and may:

  • Assist with special projects (tackle a “wish list”), organize research projects, plan special events, and develop targeted promotional campaigns.
  • Provide additional help during peak business periods.
  • Offer fresh, creative perspectives and energy.
  • Contribute new or additional research and communication channels using the latest techniques, computer skills, and evolving theoretical knowledge.
  • Serve as additional staff at minimal cost without making a long-term commitment.
  • Provide an organization with a low-risk opportunity to try out a possible new employee for future job openings.

While structures and functions vary between internship positions and between organizations, CPD and LMU promote a commitment from all parties to a student’s growth and development.

All internships – paid and unpaid, for-credit and not-for-credit – are expected to promote the following skills and abilities on the part of the student:

  1. Student will be able to articulate the purpose and definition of an internship as outlined by NACE (the National Association of Colleges and Employers).
  2. Student will be able to explain the difference between internships, part-time work and volunteerism.
  3. Student will be able to articulate at least one benefit of performing an internship.
  4. Student will be able to collect at least one professional contact through networking.
  5. Student will be able to recite LMU workplace sexual harassment and discrimination policies.
  6. Student will be able to apply classroom theory to workplace situations.
  7. Student will be able to document their internship experience via the online process.
  8. Student will be able to reflect on and evaluate their internship experience via evaluations.

When hosting an intern at your employment site, consider the following:

  • Who will supervise and guide the intern?
  • Where will the intern’s work area be located?
  • Does the intern need tools or equipment?
  • What kind of orientation and training will the intern need?
  • What hours will the intern work?
  • How much will the intern be paid?
  • How will other staff members interact with the intern?

The first step is to write the internship position description(s); approach this as if you were seeking a new part-time employee. Include the following:

  • A brief description of the organization and its mission
  • Position title; roles and responsibilities of the intern
  • Skills and qualifications required or preferred
  • Hourly pay rate and other compensation/benefits
  • Start/end dates of the internship
  • How to apply for the internship including attaching a resume and cover letter
  • Information about any deadlines to apply

We encourage employers to pay students for internships for two reasons:

  • Students often support themselves throughout their college and need to work and earn money.
  • Employers working with interns must meet the standard under the Federal Labor Standards Act which encourages employers to pay students for their work.
    • Unpaid internships are reserved for part-time roles that meet certain criterion.
    • Here is the link for the FLSA form if you choose to implement an unpaid intern. Unpaid internships may be eligible for course credit in some cases.
Additional remote internship guidelines

In order to reach students and be able to track applicant information, list the internship electronically on the LMU Handshake Job board, the exclusive platform used for LMU student recruitment.

  • Students will view position descriptions and application instructions online.
  • Students may apply and submit their resume and cover letter via Handshake.
  • Employers view student applications and decide whether to interview each applicant.

Handshake is a powerful recruiting platform that helps organizations streamline their recruiting efforts and connect with students not only from Loyola Marymount University but hundreds of other partner universities and institutions nationwide.

  1. Visit lmu.joinhandshake.com/employer_registrations/new
  2. Choose your company or create a new profile
  3. Use your organizational email address
  4. Contact the owner for approval (if applicable)

  1. Log-in to your Handshake account and select the “Job Postings” tab on the left-hand column, and then select the “New Job” tab in the upper-right hand corner
  2. Enter your email address under “Employer and Career Centers”
  3. All jobs must be approved by LMU Career and Professional Development to be viewable by students. Please note that this can take up to two business days.

For further assistance, visit the Handshake Support Portal

Micro-Internships are short-term, paid, professional assignments that are similar to those given to new hires or interns. These projects enable students to demonstrate skills, explore career paths, and build their networks. Micro-Internships are facilitated via the Parker Dewey platform, which connects students with companies and professionals in need of support.

  • Micro-Internships are used by companies ranging from those in the Fortune 100 to emerging start-ups, and span across departments including sales, marketing, technology, HR, and finance. 
  • Unlike more traditional internships, Micro-Internships can take place year-round, typically range from 5 to 40 hours of work, and are due between one week and one month after kick-off.

View sample projects in:

To create a Parker Dewey Account:

  1. Visit https://info.parkerdewey.com/lmu
  2. Create an account and post your short-term work projects and assignments
  3. Review and select applicants
  4. For further assistance, visit the Parker Dewey website

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