Employer FAQs

Employer FAQs

Please fill out the "Are you a company looking for an intern?" form located on the menu on the left-hand side.

You will be contacted by the Internship Coordinator to complete the next steps in the partnership process. If you have any questions, please contact the Internship Coordinator at internships@estrellamountain.edu or 623-935-8949.

We provide students with a "job-like" application process. Once you submit the Are you a company looking for an intern form, Staff will post internships on the EMCC Employer page at Maricopa Pipeline AZ. Students can view and apply for internships on this page so students can find your opportunity. Students will be prompted to complete an online application and submit a resume and cover letter which go directly to the Internship Coordinator. The Internship Coordinator screens all incoming applications prior to sending them to Employers. Please allow ample time for this process to happen prior to when you would like the intern to start. The Internship Coordinator sends applications to the Employer who contacts students directly to schedule an interview. Employers inform the Internship Coordinator of the interview outcome.

No, we share the student applications with you to review and set up interviews.  We are trusting you in good faith that the applicant’s contact details will not be utilized for other positions or direct marketing campaigns.  

We typically limit the amount on hours based on if you will be paying your intern. Please see our scales below: 

  • If an Employer requests an unpaid internship, the intern will be limited to work a maximum of 20 hours a week with your organization.

Why? Over 80% of community college students have part-time or full-time jobs while they are in school. If an employer is asking for unrealistic hours, it will be very difficult to get any interest from students to participate in your internship. College is expensive. 

  • If an Employer is willing to pay an hourly wage for the intern, GREAT! This will increase the likelihood of getting interest from students and the candidates will be well-skilled and suited for the position. In this case, the student is essentially your "employee" therefore, the Employer can request the intern work more hours. HOWEVER, we highly suggest being flexible to accommodate the student's school schedule. We want to ensure they do not face any obstacles in obtaining their degrees.

You will be emailed with the following information when you choose a student to "hire" for the internship:

Review intern expectations with staff at your company.  Be sure to set-up a proper work-station complete with office supplies.  Don’t forget to review lunch breaks and directions to the break-room and restroom.  You may wish to include the intern in your lunch plans in that first day.

Supervising an intern is very different from supervising a regular employee.  Taking on an intern is a serious time commitment that offers a unique opportunity to combine quality teaching with mentorship and guidance. 

Review assigned project tasks and learning objectives on a scheduled basis.  Discuss goals and objectives of the internship during the first week.  Be prepared to engage in on-going discussions about progress and deliverables. 

Having an intern is a time commitment and providing on-going and timely performance feedback is critical. The Employer will provide a final intern performance evaluation, highlighting areas of success and areas of opportunity for the intern. The Employer shares the final evaluation with the intern and sends a copy to the Internship Coordinator. Performance issues should be discussed with both the intern and the Internship Coordinator immediately.

It is important for the intern to learn about your business beyond their project/duties. We encourage Employers to coordinate one-on-one meetings with the intern and other departments staff. Encourage the intern to attend various meetings that will benefit their internship learning objectives.

Yes. Interns, whether paid or unpaid, are not volunteers. Interns seek training and work for academic purposes. They are the primary beneficiaries of the internship experience and often receive academic credit through their college.

Employers derive many benefits from hosting and coaching interns. Student interns will use skills they learned in the classroom and apply them into your business. Your business will benefit from having interns by:

  • Bringing new perspectives to your company 
  • Recruiting and evaluating new, potential employees
  • Contributing professional expertise to students
  • Identifying future employee pipeline
  • Test driving new talent
  • Promoting community service