Recruiting Policies

• Employment/entrepreneurial opportunities pay a base salary equal to or greater than a minimum wage (currently $19.61/hour in San Francisco, $16.90/hour in California, $7.25/hour Federal) in compliance with city/county/state/federal labor laws and ordinances.
• Employers will not require an initial payment or investment from the job candidate, including, but not be limited to: requirement to attend unpaid (or employee paid) orientation or training, direct payment of a fixed fee (such an application fee) or purchase or rental of a starter kit, sales kit or presentation supplies, as example.
• Unpaid internships are only allowed if they primarily benefit the student’s education. They must be part of an approved academic program, not replace paid workers, and provide real learning (not free labor). Academic credit can help meet these requirements. All unpaid internships must follow California labor laws set by the Department of Fair Employment and Housing and the U.S. Department of Labor. 
• Employment/entrepreneurial opportunities will not be based on a “pyramid” or “multi-level” type networking structure requiring or encouraging the recruitment of others who recruit others, etc. to sell products or services (e.g. Amway or Mary Kay cosmetics).
• Employer will not “promise” the sponsoring of an H-1B visa or permanent residency (aka green card) in their job description.
• Employer will not list depositing checks or transferring money as part of the job responsibilities, nor ask the candidate to give his/her credit card or bank account numbers, or copies of personal documents.
• Employer shall provide a detailed job description describing the company and listing duties and qualifications. Short and ambiguous job descriptions are unacceptable.
• In accord with FERPA (the Family Educational Rights and Privacy Act), release candidate information only with written permission of the candidate and only to the identified employer.
• University of San Francisco does not accept job postings in Handshake for babysitting, gardening, private tutoring, individual household roles or other odd jobs. Please refer to community based websites to hire for these types of positions. Although we are not making recommendations or endorsing, here are a few resources that may assist you care.com, craigslist.org, junecare.co, sittercity.com, urbansitter.com.

   

Third-Party Employer Services

The University of San Francisco Career Services Center’s policy states that third-party employers, including nanny and babysitting agencies, who recruit on behalf of client organizations or for their own internal positions are permitted to only utilize the following recruitment services offered by the Center:

• Approved third-party employers may post positions online in Handshake ONLY if offering jobs or internships at their own organization or fully disclose the organization they are assisting in filling opportunities.

Third-party employers WILL NOT be permitted to participate in the following USF Career Services Center services:

• Will not be granted access to search for student resumes and profiles
• Will not be provided with resume books
• Will not be permitted to participate in career fairs, on-campus interview programs, schedule company information sessions, or information tables
• Third-party employers must not require a financial investment or payment by the student or alumni for employment or placement. Under no circumstances should fees be charged to students or alumni. USF will not post any opportunities that require students or alumni to pay fees.

**The Career Services Center reserves the right to change, modify or add criteria to the above standards as needed.

Characteristics of a Meaningful Internship Experience

Internships are meaningful experiential learning opportunities that connect classroom learning with real-world experience and career exploration. Through internships, students build professional skills, gain confidence, explore career interests, and develop professionally through hands-on learning and mentorship.

A strong internship experience should prioritize student learning, growth, and professional development while providing intentional opportunities to apply knowledge in a professional setting.

According to the National Association of Colleges and Employers (NACE):

An Internship is a form of experiential learning that integrates knowledge and theory learned in the classroom with practical application and skills development in a professional workplace setting (across in-person, remote, or hybrid modalities). Internships provide students with the opportunity to gain valuable applied experience, develop social capital, explore career fields, and make connections in professional fields. In addition, internships serve as a significant recruiting mechanism for employers, providing them with the opportunity to guide and evaluate potential candidates.

To support student learning and development, meaningful internship experiences should include:

• Clear learning goals and professional development opportunities
• Hands-on projects and responsibilities connected to academic or career interests
• Ongoing supervision, mentorship, and feedback
• Access to the tools, resources, and training needed for success
• A learning-centered experience that extends beyond routine administrative or operational work
• Alignment with applicable labor guidelines when unpaid internships are offered

Paid vs. Unpaid Internships

At the University of San Francisco, we strongly encourage employers to offer paid internships whenever possible. Paid internships help reduce barriers to participation and create more equitable access to experiential learning opportunities for students. The National Association of Colleges and Employers (NACE) also identifies paid internships as a best practice for supporting student success and engagement.

We recognize that some nonprofit, public service, and community-based organizations may have limited funding available for internship compensation. In these cases, unpaid internships should be intentionally designed as educational experiences that prioritize student learning, mentorship, supervision, and professional development.

Employers offering unpaid internships should ensure the experience aligns with the U.S. Department of Labor’s “Primary Beneficiary Test,” which evaluates whether the internship primarily benefits the student through meaningful learning and training opportunities, rather than serving as a replacement for paid employment.

Unpaid Internships at USF

At USF, unpaid internships are typically completed through a designated internship course connected to a student’s academic program. In some cases, a Memorandum of Understanding (MOU) may be established between the academic department and the organization hosting the intern. Please note that the Career Services Center does not create or process MOUs with partner organizations. 

Designing an Internship

If your organization is developing a new internship program, we encourage you to reference this outline to help create a meaningful internship experience aligned with NACE and U.S. Department of Labor guidelines

Learning Outcomes
Internships should include clearly identified learning outcomes that support a student’s professional growth and development. Consider the industry-related skills, knowledge, and experiences you hope the student will gain by the end of the internship experience.

Job Responsibilities and Tasks
Develop clear tasks, projects, and responsibilities that align with the internship’s learning outcomes and reflect the type of meaningful, hands-on work the student will engage in throughout the experience. 

Training and Resources Provided
Describe how the intern will be supported throughout the internship experience. Consider any onboarding, training, materials, mentorship, or professional development opportunities that will help the student build skills and successfully work toward their learning outcomes.

Plan for Supervision & Feedback
Describe how the intern will receive ongoing supervision, mentorship, and feedback throughout the internship experience. Consider the frequency of check-ins, performance feedback, and opportunities for professional guidance and development. 

Creating a Job Description & Desired Qualifications
Using your responses from Steps 1–4, develop a clear internship job description that outlines the responsibilities, projects, and learning opportunities associated with the role. You should also identify any preferred qualifications, skills, or experiences you are seeking in candidates for the internship.

Posting an Internship

Handshake is the University of San Francisco’s primary recruiting platform for internships and employment opportunities.

Step 1: Create an Employer Account
Create or connect your organization through Handshake’s Employer Portal:
Create an Employer Account

Step 2: Create an Internship Posting
After logging in:

• Select Jobs
• Click Create Job
• Choose Internship as the position type

Step 3: Include Key Information
We encourage employers to provide:

• Internship responsibilities and projects
• Learning opportunities and mentorship
• Desired qualifications
• Compensation information (This is required for work completed in the state of California) 
• Internship dates, hours, and modality (in-person, hybrid, or remote)
• Application instructions and deadlines.

Clear and detailed postings help students better understand the opportunity and improve engagement with applicants.

Step 4: Select Schools & Publish
Choose the schools where you would like the internship posted, including the University of San Francisco, then submit the posting for review and approval. 

Additional Resources

• How to Post a Job on Handshake
• Handshake Employer Help Center
   

The University of San Francisco (USF) was ranked number one in the nation for campus diversity by the U.S. News & World Report in 2025.

USF’s students and alumni come from 50 states and more than 100 countries. Grew up in more than 25 faith traditions. Speak 49 languages. Represent the full range of race and ethnicity, gender identity, sexual identity, socioeconomic background, and political beliefs.

True to its Jesuit mission, USF is working to create a more equitable, diverse, and inclusive community.

The Career Services Center believes that our work to address systemic inequities facing students of different abilities, ages, colors, creeds, cultures, races, ethnicities, family models, gender identities, gender expressions, health statuses, nationalities, political views, religious, spiritual, and philosophical beliefs, sexual orientations, socioeconomic statuses, educational backgrounds and veteran statuses starts with equitable access to meaningful employment and internship opportunities at organizations that strive for all their employees to feel included, respected, and empowered.

Below are several benefits to employers creating an inclusive work culture, ways to measure and create inclusion in the workplace and how employers can demonstrate to students their commitment to diversity, equity, and inclusion throughout the recruitment process.

Benefits of Creating an Inclusive Work Culture  

The National Association of Colleges and Employers (NACE) highlights the organizational benefits of creating an inclusive work culture including: higher employee job satisfaction, lower turnover, greater and higher–quality productivity, higher employee morale, and increased creativity and innovation.  

Three main elements to creating an inclusive work culture, include: self–analysis, education, and training programs. NACE emphasizes that, “creating an inclusive work culture is not a final point, it is an ongoing process.” 

Ways to Implement Your Commitment to Diversity 

Recruiting for diversity and inclusion is vital to the success of any business, which is why developing a strategy that responds to the needs of your future leaders (college students and recent grads) is so important. – Handshake 

Students have high expectations around diversity and inclusion in the job search and their interactions with employers. They want to see themselves reflected in the organizations for which they intend to work. – NACE  

Showcase your company’s commitment to DEI through your website, marketing materials, and Handshake profile by featuring diverse employees and providing examples of how your organization supports an equitable and inclusive work environment (e.g., employer resource groups, mentoring programs, community engagement efforts, social justice benefits). 

Highlight DEI in Your Postings

Attract and hire more diverse candidates by using inclusive language and eliminating bias. Organizations can increase diversity by removing common barriers such as listing internships that are unpaid, having GPA minimums and an unnecessary list of qualifications (e.g., narrow list of allowable majors, number of years of experience, graduation years). Highlight inclusive benefits (e.g., flexible schedules, floating holidays, paid parental leaves, paid time off, tuition reimbursement, professional development, domestic partner coverage, mental health and wellness programs, childcare).  

Integrate DEI in Your Student Interactions

When meeting with students be prepared to answer questions about your organization’s demonstrated commitment not just to diversity but also to equity, inclusion, and belonging. Ensure that your recruitment team is trained in unconscious bias and has scrutinized what your organization means by “professionalism” and “culture fit.” Avoid personal bias during the selection process by using tools such as PinPoint, Textio, and Blendoor to anonymize resumes and remove demographic information.

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