Internship Guide for Employers
The College of Business at Colorado State University works in partnership with employers to connect students with internship and experiential learning opportunities that support both student development and organizational needs. Our students bring strong academic preparation, professional curiosity, and a desire to apply business knowledge in real-world settings.
The Career Management Center is here to support employers, regardless of size or location, who are interested in engaging College of Business students through internships, fellowships, and other experiential learning opportunities. Here you will find practical guidance and best practices based on what we have seen work well for our students and employer partners, from initial planning through hiring.
The information provided here is intended for general guidance and planning purposes and should not be interpreted as legal advice.
Whether you are exploring internships for the first time or refining an existing program, our role is to help facilitate connections, share insights, and support successful engagement with College of Business talent.
Our role
The College of Business does not design or manage internships on behalf of employers. Instead, we support employers by sharing best practices, connecting them with students, and helping identify opportunities that align with our academic programs.
University-Wide Recruiting Guidelines
Employers recruiting at Colorado State University are expected to review and comply with CSU’s university-wide recruiting guidelines and requirements. These guidelines outline expectations related to employer eligibility, recruiting practices, and compliance.
Learn more about recruiting at CSU:
https://career.colostate.edu/recruiting-at-csu/
Additional Considerations for Employers
Answering common questions about internships, pay, and academic credit
The topics below address common questions and misconceptions employers commonly have when recruiting and hosting interns. We hope these details help reduce confusion and support successful internship experiences for employers and students.
Who Are College of Business Interns
Internships and experiential learning are encouraged (but not required) paths for College of Business students. Employers partnering with our college engage with a range of undergraduate and graduate students. These students bring different levels of experience, availability, and professional focus.
Undergraduate Business Students
Nearly 60% of College of Business students complete at least one internship during their academic experience.
Typical timing
Summer internships could be part-time or full-time, and typically run mid-May to mid-August (CSU Academic Calendar). Students begin seeking summer internships in September and continue leading up to May.
Academic year internships work best as part-time due to semester course loads (CSU runs on fall and spring semesters). Students seeking academic year internships often search at the start of semester (August or January) or the tail end of the previous semester.
Undergraduate business concentrations
Business majors at CSU will have focused coursework in one or more of the following academic concentration areas:
Accounting • Computer Information Systems • Finance • Financial Planning
Human Resource Management • International Business • Management and Innovation • Marketing • Real Estate
Supply Chain Management • Sustainable Business
What to expect
Undergraduate interns are often exploring career paths while building professional skills. Many arrive with experience from applied, project-based coursework and industry-engaged classes, which may include working with real organizations, data, cases, or business challenges.
At the same time, internships are learning experiences. Students’ prior exposure and confidence will vary, and outcomes depend heavily on the structure of the role, the scope of responsibilities, and the supervision and feedback provided by the employer.
Important Note on Academic Credit for Internships
Internships are not a required component of College of Business undergraduate degree programs. As a result:
– Students do not need academic credit to participate in an internship –
– Many students complete internships without enrolling in academic credit –
– When students do pursue academic credit, they pay tuition to register for the internship course –
– Students typically complete 50 hours of work per credit hour (up to 3 credits) –
What this means for employers:
Most students choose not to pursue academic credit for internships.
Offering academic credit is not required and should not be viewed as a substitute for compensation.
Students are primarily seeking meaningful, professional experiences aligned with their career goals.
Graduate Business Students
The College of Business also partners with employers to connect graduate students with internship- and fellowship-style opportunities. Graduate students often engage in more structured, project-based work that requires advanced technical, analytical, or strategic skills. Many graduate business students at CSU bring years of professional experience.
Examples include:
- Master of Computer Information Systems (MCIS) students frequently seek out internships, particularly those aligned with systems, analytics, cybersecurity, databases, and other technology-enabled business roles. This program is 3+ semesters in length, leaving at least one summer available for an internship.
- Impact MBA students are focused on sustainable results that impact the triple bottom line of economic, social and environmental performance. After two semesters of full-time MBA-level coursework, these highly sought after students complete a summer Sustainability Fellowship, similar in structure to an internship with a graduate-level scope. Learn more about hosting an Impact MBA student
Is an Internship the Right Fit for Your Organization?
Internships are most successful when organizations are able to offer meaningful work, appropriate supervision, and a learning-oriented environment. Before posting an internship, we encourage employers to consider whether a traditional internship is the best fit for their current needs.
When a Traditional Internship Works Well:
- You have defined projects or responsibilities appropriate for a college-level student
- Someone on your team can provide supervision and feedback
- You are interested in supporting student learning while developing early-career talent
When a Micro-Internship May Be a Better Fit:
If your need is short-term, project-based, or exploratory, a micro-internship may be a strong alternative.
- Short-duration, paid projects (typically completed within 5-40 hours)
- Focused on specific tasks or deliverables
- Designed to require minimal onboarding
- Well-suited for remote or flexible engagement
Colorado State University uses Parker Dewey as a platform to connect employers with students for micro-internships. This option allows employers to access student talent without the time commitment of a full internship, while still providing students with meaningful professional experience.
💡Micro-internships can also serve as a low-risk way to explore future internship or hiring opportunities.
Designing a Strong Business Internship
Quality internships are designed to balance meaningful work that contributes to the organization with learning and development for the student intern. Employers who take time to clarify responsibilities, provide supervision, and offer feedback tend to see stronger outcomes for all involved parties.
Business-Relevant Work
Internships should include projects or responsibilities that allow students to apply business knowledge, develop skills, and contribute to the organization’s goals. Roles that are primarily observational are less likely to be successful.
Clear Expectations
Some students will be new to professional work environments and expectations. Clearly defining responsibilities, timelines, and deliverables help students understand priorities and perform effectively.
Supervision and Feedback
Providing regular supervision or mentorship in the form of instruction, guidance, and feedback benefits the intern and improves deliverables.
Opportunities That Tend to Align Well with Our Students
College of Business students are often drawn to internships that offer meaningful work, learning, and a sense of purpose. Many students are motivated by roles where they can apply business fundamentals while contributing to real organizational goals.
Business for a Better World
The College of Business is guided by a Business for a Better World vision, which emphasizes ethical leadership, sustainability, and the role of business in addressing complex social, environmental, and economic challenges. As a result, students often show strong interest in opportunities that value thoughtful decision-making, responsible business practices, and positive impact across industries and roles.
Posting & Recruiting College of Business Interns
The most effective way to reach College of Business students is through Handshake, CSU’s primary career platform.
Posting internships in Handshake benefits employers by increasing access to students, building trust, and enabling targeted promotion through the College of Business.
Access to Students Who Are Actively Seeking
Handshake allows students to set preferences based on interests, academic concentrations/majors, class standing, location preferences, and career goals. When employers post internships in Handshake, opportunities are more likely to surface to students who are actively seeking and aligned with the role.
Trust and Credibility with Students
Having opportunities posted in Handshake helps establish confidence that employers and positions are legitimate and aligned for CSU students.
Targeted Promotion Through the College of Business
Posting in Handshake also allows the Career Management Center to promote opportunities in targeted ways, including:
- Featuring select positions on the Career Management Center website
- Sharing opportunities in weekly student newsletters
- Highlighting roles to specific student populations and academic concentrations
These targeted outreach efforts are only possible for opportunities posted through Handshake.
Posting an opportunity in Handshake does not require employers to collect applications within the platform. Employers may direct students to apply through their own internal application systems, while still benefiting from the visibility, trust, and targeted promotion that Handshake provides.
Recruiting Timelines
Internship recruiting timelines vary by industry and organization, but student interest is highest during career fair season, when internships are most top-of-mind.
For many College of Business students, the most active periods of internship search and engagement occur:
- Early fall (September-October), particularly for summer internships
- Early spring (January-February), for both summer and academic-year roles
These periods align with College of Business career fairs, making them especially effective times for employers to post internships in Handshake and engage directly with students through campus recruiting events and fairs.
Some employers recruit year-round, particularly smaller organizations or those with specialized needs. Posting internships in advance of peak recruiting periods can also help to stand out when student interest in high.
Compensation: Finding an Appropriate Rate of Pay
Compensation is an important part of internship design and can influence who is able to apply, accept, and fully engage in the experience. Paid internships generally support broader access for students and tend to attract a stronger and more committed applicant pool.
Internships that involve substantive contributions, defined deliverables, or specialized skills and/or experience are typically compensated at higher rates than exploratory or introductory roles.
💡 Resource: To Pay or Not to Pay (National Association of Colleges and Employers – NACE)
Supporting Confident Internship Decisions
Particularly given the early timing of some internship offers, students are more likely to feel confident committing to an internship when they clearly understand the role and how it aligns with their interests and skills. Clear position descriptions, opportunities to ask questions, and early connection with a supervisor or team can all help students evaluate fit more effectively.
Even small touchpoints, such as a brief conversation about project scope, learning goals or what a typical week looks like can increase student confidence and lead to stronger commitment throughout the internship.
Support from the Career Management Center
Our team is available to help employers think through posting strategy, recruiting timelines, and outreach approaches to ensure opportunities are well aligned with College of Business students.
Hosting & Supporting an Intern
Internships are professional learning experiences, and employers who invest time in onboarding, feedback, and belonging often see stronger performance and engagement.
Onboarding and Orientation
Providing an introduction to the organization, team, expectations, and tools helps interns feel prepared and productive. Even a brief orientation can reduce uncertainty.
Supervision
Interns benefit from having a designated supervisor or point of contact for regular check-ins to clarify priorities, address questions, and provide feedback.
Professional Belonging
Including interns in meetings (as appropriate), team discussions, or professional activities helps them better understand workplace culture and feel connected to the organization.
Remote or Hybrid Internships
Clear expectations, frequent communication, defined deliverables, and scheduled check-ins are especially important in remote or hybrid experiences.
💡Creating a strong internship experience also helps employers assess fit and informs future hiring considerations.
Hiring & Staying Connected
Internships offer an opportunity for both employers and students to assess fit, interests, and future potential. Whether or not an internship leads immediately to another role, clear communication on next steps will help support positive outcomes for everyone involved.
Students often share their internship experiences with peers, meaning a positive experience can influence future interest in an organization.
Communicating Outcomes and Next Steps
As internships progress or conclude, students value clarity around potential next steps, such as future internship opportunities, continued engagement, or hiring timelines. Even when immediate opportunities are not available, transparency helps students plan and contributes to positive perceptions of the organization.
Building Ongoing Relationships
Even when hiring is not immediate, staying connected with strong interns can support future engagement. Follow-up communication or consideration for future opportunities helps build a sustainable talent pipeline.
Frequently Asked Questions
Are internships limited to juniors or seniors?
No. While some employers prefer juniors or seniors due to timeline to graduation, many College of Business sophomores are eager and well-prepared for internships. Some students enter CSU with advanced standing or complete foundational coursework early, allowing them to be competitive for internships sooner. Employers are encouraged to consider readiness and skills rather than class standing alone.
Can international students participate in internships?
Many international students at the undergraduate and graduate level are eligible for internship opportunities, depending on their visa status and the nature of the role. Students work with CSU’s Office of International Programs to determine eligibility. Employers are encouraged not to self-select out of considering international students, as eligibility varies and many students are authorized to participate in internships.
How many hours do interns typically work?
During the academic year, part-time internships are most common to accommodate course schedules. Summer internships may be part-time or full-time, depending on organizational needs and student availability.
Does the College of Business require evaluations or paperwork for internships?
For most internships, the College of Business does not require formal evaluations or documentation. If a student is pursuing academic credit, additional requirements may apply and are coordinated directly with the student and their academic department.
What types of organizations are a good fit for College of Business interns?
Our students pursue internships with a wide range of organizations, including startups, small and mid-sized businesses, large corporations, nonprofit organizations, government agencies, and mission-driven employers.
Partner With the College of Business
The Career Management Center is here to support employers in engaging with College of Business students. Whether you are exploring internships for the first time or refining an existing program, we welcome conversations about alignment, timing, and opportunities that support both student learning and organizational goals.
Employers are encouraged to contact our team with questions or to explore next steps.
cob_hirebizrams@colostate.edu