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What is Handshake?

Handshake is the UA's online electronic job management system that allows students and alumni to search for and apply to part-time, full-time jobs, internships and co-op positions. Employers use Handshake to specifically search for and potentially hire U of A students and alumni.

Handshake is here!

You can now post your job and internship opportunities. Setup your account and follow the University of Arkansas now.

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Have questions on how to setup your account? Follow our step-by-step guide below or contact us at or 479-575-2805.

Employer Guide

Criteria for an Experience to be Defined as an Internship

To ensure that an experience - whether it is a traditional internship or one conducted remotely or virtually - is educational and thus eligible to be considered a legitimate internship by the National Association of Colleges and Employers definition, all the following criteria must be met:

1. 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 perform.
2. The skills or knowledge learned must be transferable to other employment settings.
3. The experience has a defined beginning and end and a job description with desired qualifications.
4. There are clearly defined learning objectives/goals related to the professional goals of the student's academic coursework.
5. There is supervision by a professional with expertise and educational and/or professional background in the field of the experience.
6. There is routine feedback by the experienced supervisor.
7. There are resources, equipment, and facilities provided by the host employer that support learning objectives/goals.

If these criteria are followed, it is the opinion of NACE that the experience can be considered a legitimate internship. If your unpaid internship meets the 7 criteria listed above, please post your position in Handshake, our online recruiting system.

Criteria for Determining if Position can be Unpaid Internship/Unpaid Volunteer

In January 2018, the DOL released new guidelines around unpaid internships, replacing the old six-part test with a new primary beneficiary test to determine if an individual can be classified as an unpaid intern. This test looks at who was the “primary beneficiary” of the internship—the company or the student. If the company is the “primary beneficiary,” then the internship must be paid. If, on the other hand, the student is the “primary beneficiary,” then the internship may be unpaid.

The primary beneficiary test does not include a rigid set of requirements, but a non-exhaustive list of factors to determine who is the primary beneficiary of the internship. The factors include:

  • the extent to which the intern and the employer clearly understand that there is no expectation of compensation;
  • the extent to which 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 an educational institution;
  • the extent to which the internship is tied to the intern's formal education program by integrated coursework or the receipt of academic credit;
  • the extent to which the internship accommodates the intern's academic commitments by corresponding to the academic calendar;
  • the extent to which the internship's duration is limited to the period in which the internship provides the intern with beneficial learning;
  • the extent to which the intern's work complements, rather than displaces, the work of paid employees while providing significant educational benefits to the intern; and
  • the extent to which the intern and the employer understand that the internship is conducted without entitlement to a paid job at the conclusion of the internship.
  • Courts have described the “primary beneficiary test” as a flexible test, and no single factor is determinative. Accordingly, whether an intern or student is an employee under the FLSA necessarily depends on the unique circumstances of each case.

    If analysis of these circumstances reveals that an intern or student is actually an employee, then he or she is entitled to both minimum wage and overtime pay under the FLSA. On the other hand, if the analysis confirms that the intern or student is not an employee, then he or she is not entitled to either minimum wage or overtime pay under the FLSA.

    For more information, see

    UA Internship Contract

    In order to guide employers and students to create a mutually beneficial internship experience, feel free to use the following Internship Contract as a resource.

    Cooperative Education at UA

    Cooperative Education is an academic program that enables students to gain experience, networking opportunities, and academic credit in addition to earning a competitive wage. Employers have opportunities to evaluate students' skills prior to consideration for a full-time job offer and to develop valuable partnerships with faculty and staff.

    Want to learn more about Co-op?