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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Questions?

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

• Employer Guide

University of Arkansas – Employer/Recruiting Policies and Guidelines

The University of Arkansas Offices of Career Connections and the Walton Office of Career Connections (hereinafter referred to as “Offices of Career Connections” inclusively) are dedicated to helping employers connect with students and alumni through career fairs, events, on-campus interviews, and online job postings via Handshake, a career management platform of 1,500+ college and university partners, over 15 million students, and 1,000,000 employers worldwide.

As a member of the National Association of Colleges and Employers (“NACE”), we utilize NACE’s Principles for Ethical Professional Practice to guide our processes, decisions, and outcomes. We expect employers recruiting at the University of Arkansas to also abide by these principles and all applicable federal, state, and local laws and regulations.

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Standard Recruitment Policies

Disclosure of Employer Recruitment Activities and Practices

• We expect employers/recruiters to work through and/or include the Offices of Career Connections for their recruiting and campus engagement activities to ensure an exceptional University of Arkansas experience and to make sure all guidelines are being followed.
• We expect recruiters to be transparent with all Offices of Career Connections about their recruiting activities and the information provided to students. ‘Bait and Switch’ tactics and embellishing opportunities or compensation, for any reason, are not permitted.
• We ask that employers do NOT drop-in unannounced to classrooms to promote their opportunities or pass around sign-up sheets to capture student contact information. Best practice dictates that unless you or your staff have a personal connection to the faculty member, you do not cold call/email University staff.

Non-Discrimination and Sexual Harassment Policy

The University of Arkansas is committed to compliance with Title IX of the Education Amendments of 1972, Section 504 of the Rehabilitation Act of 1973, Title VI, and Title VII of the Civil Rights Act of 1964, Age Discrimination Act of 1975, and other federal, state, and local laws.

Consequently, employment professionals wishing to recruit at the University of Arkansas will adhere to non-discriminatory recruiting and hiring practices including, but not limited to, the following:

• Recruiting, interviewing, and hiring individuals without regard to race, color, national origin, religion, age, gender, sexual orientation, veteran status, or disability, and providing reasonable accommodations upon request.
• Reviewing selection criteria for adverse impact based upon the student’s race, color, national origin, religion, age, gender, sexual orientation, veteran status, or disability.
• Avoiding questions that are considered unacceptable by EEO guidelines for fair employment practices during the recruiting process.
• Investigating complaints forwarded by all Offices of Career Connections regarding EEO noncompliance and seeking resolution of such complaints.

The University of Arkansas will not post any positions that include discriminatory qualifications. If you believe that your job posting meets the "bona fide occupational qualification" standard, please notify our office of this prior to posting the position.

Additional EEO Resources:
Federal Laws Preventing Discrimination Q&A
Laws and Guidance
Americans with Disabilities Act
Workplace Laws Not Enforced by the EEOC

Although students may be off-site during internships, jobs, recruiting events, etc., the requirement to maintain a discrimination-free environment is still applicable. As such, we expect all employers who recruit University of Arkansas students and alumni to always treat both in a respectful and professional manner.

Examples of unprofessional and potentially discriminatory or harassing behavior include, but are not limited to:

• Using sexual innuendos, making jokes of a sexual nature, making comments about a person’s physical appearance, or asking inappropriate personal questions.
• Physically touching without expressed verbal consent, including repeatedly standing too close to or brushing up against a person.
• Assigning work duties based on gender, age, or disability and not based on merit.
• Asking a student for a date, a personal phone number, or to engage in off-duty activities one-on-one.
• Emailing, texting, or posting on social media any messages of personal affection.
• Sending inappropriate pictures.

It is imperative that all employers comply with University of Arkansas’ expectation that the recruiting environment both on and off campus remains focused on respect and provides a space that is free of discrimination and sexual harassment. If you see or hear of behavior that violates this expectation, you are encouraged to intervene, speak up, or contact the Office of Title IX ((479) 575-7111).

Additionally, we encourage all employers and recruiters who engage with University of Arkansas students in any capacity to read and become familiar with our Title IX Policy for Complaints of Sexual Assault and Other Forms of Sexual Harassment.

Direct Student Referrals

Employers who have an interest in recruiting University of Arkansas students and alumni are encouraged to use Handshake as their primary recruiting resource, regardless of their specific selection criteria.

The University of Arkansas Offices of Career Connections staff supports and maintains fair and equitable recruiting practices and is therefore precluded from making direct student referrals or recommendations as outlined in the NACE Principles for Professional Practices.

We strongly encourage University of Arkansas faculty and staff to refer all employers to Handshake if they would like to recruit our students.

Follow all Offices of Career Connections policies when working with internal/external University of Arkansas Departments and Student Organizations

When employment professionals conduct recruitment activities through registered student associations or academic departments, such activities shall be conducted in accordance with the policies of the Offices of Career Connections.

Alcohol

The purchase, service, possession, distribution, and consumption of alcoholic beverages in facilities under the control of the University of Arkansas and on the campus grounds shall in all respects comply with all applicable state and federal laws, in addition to all University of Arkansas policies.

Fayetteville Policies and Procedures 700.5 - Alcohol Policy for University Special Events.

Persons of any age may not serve or sell alcoholic beverages to a person under the age of 21 years of age.

This policy is applicable to all events held on property under the ownership or control of the University of Arkansas, Fayetteville (UAF), including all faculty, staff, organizations, departments, groups, guests, university-sponsored events of UAF, as well as events held by non-University entities.

Confidentiality

In accordance with the Department of Education’s Family Educational Rights and Privacy Act (FERPA), employment professionals will maintain the confidentiality of student information, regardless of the source, including written records/reports, and computer databases. There will be no disclosure of student information to another organization without the prior written consent of the student, unless necessitated by health and/or safety considerations. See more information on FERPA and campus recruiting on NACE’s FERPA Primer: The Basics and Beyond.

Work Authorization, Visa Status and Citizenship

The Immigration and Nationality Act prohibits citizenship status and national origin discrimination with respect to hiring, termination, and recruiting or referring for a fee. By posting in Handshake the employer agrees to comply with all applicable laws, including the antidiscrimination provision of the Immigration and Naturalization Act. For more information see the Department of Justice’s Best Practices for Recruiting and Hiring Workers

Third-Party/Staffing/Temp Recruiting Policy

The National Association for Colleges and Employers (NACE) defines third party recruiters as follows: "Third-party recruiters are agencies, organizations, or individuals recruiting candidates for temporary, part-time, or full-time employment opportunities other than for their own needs."

Temporary agencies or staffing services are organizations that contract to provide individuals qualified to perform specific tasks or complete specific projects for a client organization. Individuals perform work at the client organization but are employed and paid by the agency.

Individuals and agencies that recruit on behalf of other organizations must comply with these additional recruiting policies:

• As of November 1, 2024, all Offices of Career Connections at the University of Arkansas will not approve any new Third-Party/Staffing/Temp Recruiting agencies.
• Current agencies will be reviewed, declined, or retained on a case-by-case basis.
• Any remaining agencies on Handshake may only recruit for their own needs (internal hires).
• Participation in On-Campus Recruiting, Employer Partners Program, and Career Fairs is on a case-by-case basis and must be recruiting for their own organization.

The recruiting complexities that exist for a third-party recruiter far surpass those of a typical employer. Therefore, the Offices of Career Connections reserve the right to deny access and participation to any Third-Party/Staffing/Temp employer.

No Solicitation Policy

All forms of marketing on the University of Arkansas campus are not permissible to any organization, or individual, throughout campus.

Examples of sales and solicitations not permitted on campus include:

• Buying back textbooks
• Selling merchandise
• Soliciting subscriptions or business services
• Campus brand ambassadors utilizing student referrals of other students and marketing or sales programs

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Handshake Polices

Handshake is our comprehensive career management system providing students and alumni access to employer contacts/profiles, full and part-time job, and internship postings, interview schedules, and both Career Connections and employer partner events. It is free for both employers and students to use. Employers looking to have more student messaging capabilities may elect into the paid version.

Handshake Account Approval

All employers requesting access to post jobs and internships at the University of Arkansas via Handshake must first go through a manual approval process facilitated by our professional staff.

The Offices of Career Connections reserve the right in its sole discretion to refuse approval to employers at any time. Employers and students are advised to use caution and encouraged to request reference information as needed to establish qualifications, credentials, and conditions of employment.

The Offices of Career Connections reserve the right to decline an employer approval for misrepresented employment opportunities, and the violation of the University of Arkansas policies and procedures, the NACE Principals for Professional Practice, and all federal and state employment laws. If you have any questions regarding our decision to decline your request, please contact recruit@uark.edu.

An employer seeking to recruit at the University of Arkansas in Handshake must abide by the following guidelines:

Employer Profiles

Employer Name

This should be a verifiable business name (doing business as). This should be the legal name of a business entity that appears on legal documents and bank statements.

Industry

Industries are limited in Handshake. The industry you choose should match as closely as possible and accurately represent your business.

Contact information

Employers must provide complete, accurate, and verifiable information. This includes full name and company email. We must be able to connect the registration contact to the company through an internet search.

Website

Employers must have an active, error-free, functioning website that clearly communicates the function of their business. Websites must be professional and written in the English language. A website should not be a job site that circumvents the Job Post/Application process in Handshake. Pre-launch or beta phase websites are not acceptable, and social media sites should not replace an official website.

Email Address

Employers must use an email address that is connected to their business. Employers listing personal emails such as Gmail, Hotmail, or Yahoo, etc. emails will not be approved. The email address should have the organization name after the “@” sign or include the company name or abbreviation.

Company Phone Number

Employers must provide a business phone number either in the Company Public Phone Number field or the Private Phone Number field. This phone number cannot be a personal cell phone number and must refer to the company. Personal cell phones should only be listed on a Staff User Profile in the Mobile Phone field.

Location

Employers must provide a physical, verifiable address, which is not a private home or residence.

Remote/Virtual employers may provide a P.O. Box or Co-Working/Virtual office. We reserve the right to ask for an additional address for verification.

Please note: if your company moves locations or you do not have a street address, city, state, zip, and country as required by us and Handshake, you will need to contact Handshake Support to update this field if requested or if your company moves.

Description

Employers should post a clear description of their business. This is not a section to promote a position or company benefits. This section is an opportunity to present your company/organization to our students and alumni.

Staff User Accounts

Employers will not be approved with a singular Staff User account that is nebulous. There must be at least one Staff User account that clearly indicates a full name (First and Last) and an email that connects to that person. The Staff User contact information is only visible to Career Services users unless made public or a student requests to connect with you.

Start-ups or Small Companies

Start-up companies must be sufficiently established to where they are able but not limited to:

• Provide a company name, physical non-residential business address, website, phone number, and email address with matching domains, and identify an Owner and/or Partner as the key contact.
• Verify they are not seeking potential partners or investors to launch or sustain operation through our services.
• Confirm they have obtained the necessary business licenses and Tax ID’s as well as sufficient funding, including identifying your funding model and investors, if requested.
• Offer positions for pay, not just for equity.
• Provide clearly defined organization and position descriptions on our job board (Handshake).
• Abide by the NACE Principles for Employment Professionals and Federal EEO guidelines.

Headquarters – International Employers

Employers with headquarters out of the US will be vetted extensively through our standard process and potentially denied.

Statement of Understanding & Compliance for Remote Companies

Remote companies who are interested in recruiting and listing employment opportunities with the University of Arkansas through Handshake must adhere to the following:

• Follow University of Arkansas Recruiting Guidelines and Policies.
• Provide the information required for us to validate the company as a taxable entity; please provide the State your company is registered and provide a business license and Tax ID number.
• Confirm that students will not report to the residential address.

The University of Arkansas reserves the right to terminate an employer account for violation of the above policies.

Brand/Campus Ambassadors/Fee-Based Programs

Employers requiring interns or employees to market/promote or create/develop free or fee-based programs, products, services, events, etc. on the University of Arkansas campus on behalf of an employer or to improve their business on campus will not be approved.

Residential Positions

When employers hire for full-time, permanent openings associated with private individuals or residences (e.g., door-to-door sales, residential installations, pest control, landscaping, etc.) or any scenario where a candidate is required to go to individual residential areas or enter homes, it is the sole responsibility of the employer to vet job locations. These posts will be approved.

Any part-time or seasonal positions where canvassing, polling, door-to-door positions are posted for current students will not be approved due to safety concerns.

Domestic/Personal Positions

Individuals hiring for openings associated with private individuals or residences (babysitting, driving, house cleaning, tutoring, personal assistants, elder care, etc.) will not be approved on Handshake.

Financial Investment by Students

We will not approve Employers who require any type of payment or investment - with the organization itself serving as an umbrella or parent corporation (includes Multi-Level Marketing and Pyramid Selling). Investments of this type may include, but are not limited to:

• Requirement to attend unpaid orientation or training sessions
• Direct payment of a fixed fee
• Direct payment to be placed into a job or internship
• Requirement to pay an application fee
• Payment to attend orientation or training sessions
• Purchase or rental of a starter kit, sales kit, samples, or presentation supplies

UA Marijuana Policy

The Offices of Career Connections will not approve the registration and/or job postings that involve the use, production, testing, selling, or distribution of recreational or medical marijuana/cannabis. The University of Arkansas is committed to providing a safe, healthy learning community for all its constituencies and to recognizing, upholding, and enforcing federal and state law, as well as Board of Trustees of the University of Arkansas System policies and procedures. The use of marijuana is illegal at the federal level, and as a recipient of federal funds, the University of Arkansas complies with federal law.

Neither direct nor ancillary postings will be approved. Dispensaries (i.e., retail shops), cultivators or manufacturers of THC-infused edibles are businesses that directly work with marijuana. Ancillary businesses (e.g., a grow-light manufacturer) are businesses that work indirectly with marijuana including real estate leasing businesses, consumption device and consulting businesses, etc.

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Posting in Handshake

Handshake is our web-based career management system for publicizing full-time, part-time (local only), internships, fellowships, on-campus jobs, and short-term positions for all employment industries and sectors.

All postings should adhere to the following:

• Post only bona fide jobs and internships. NOTE: Donation requests, investment opportunities, items/services for sale, or opportunities requiring purchases and/or disclosure of private financial and identification information (i.e., bank accounts, Social Security Numbers) at the time of application may not be posted.
• Posted by an employee of the company or organization. The Offices of Career Connections Staff will not post jobs for companies and organizations.
• Accurately describe the organization, position description, and position requirements. Do not post 'Letters.'
• Follow all policies and procedures of the University of Arkansas, the Offices of Career Connections, the compliance standards of the Equal Employment Opportunity Commission, and other state and federal employment laws and regulations.

Internships

All internships must meet the NACE definition and criteria for internships and adhere to the Department of Labor’s Fair Labor Standards Act (FLSA).

• Internships requiring donations, application fees, payment for training, or payment to participate will not be posted or approved.
• Unpaid internships will only be approved for non-profit, and government sectors. If the opportunity is to the primary beneficiary of the for-profit employer, then the opportunity must be paid.

Please note, requiring academic credit for an internship does not relieve the employer of the responsibility to abide by federal labor laws set forth by the Fair Labor Standards Act. Academic credit and compensation for work are not synonymous or interchangeable.

Academic credit is only granted through the student’s academic department, not through the Offices of Career Connections. The student is responsible for initiating the application for academic credit with the academic department.

Off-campus Part-time Positions

For a position to be posted as a part-time job for a currently enrolled student, it must meet these requirements:

• Part-time student employment must be within 40 miles of campus unless it is a seasonal summer position. “Part-time” is defined as 20 hours per week during the academic year and up to 40 hours per week in the summer.
• Part-time student employment must be paid by the hour.
• Full-time, salary or commission jobs cannot be advertised as student opportunities.
• All policies under Domestic or Residential Positions as stated previously apply.

Compensation

Compensation details in the job description must include one of the following.

1. clearly state if a position is 100% commission
2. include a base salary (if partially commission-based)
3. clearly state how the participant will be compensated

Internships must be clear if they are paid or unpaid and cannot list a full-time position salary. Students cannot be paid in cash.

Every employer with wage-based positions should comply with minimum wage rates set forth by the United States Department of Labor’s Fair Labor Standards Act (“FLSA”). Unpaid positions will not be approved for For-Profit employers.

Rights of Refusal

The Offices of Career Connections reserve the right to refuse service to organizations or individuals based upon the Offices’ sole discretions. Examples include, but are not limited to, any of the following:

• Requirement of personal information at the time of application, such as bank and social security numbers, photos of applicants
• Misrepresentation, whether defined by dishonest information or absence of information.
• Fraud
• Harassment of University of Arkansas students, alumni, or staff
• Breach of confidentiality as required by the Family Educational Rights and Privacy Act (FERPA)
• Failure to adhere to Offices of Career Connections employer policies and guidelines
• Any violation of University of Arkansas policies
• Any violation of local, state, or federal laws

Exceptions to Policies and Guidelines

The Offices of Career Connections reserves the right to make exceptions to these policies and guidelines as warranted by special circumstances, i.e., in certain situations deemed to be acceptable and beneficial to our students, the Offices of Career Connections, the University, or recruiters using our services. Such exceptions will be considered on a case-by-case basis. Please note that any exception made does not constitute a change in policy, nor is there a guarantee that this same decision will apply in the future.

Disclaimer

While the Offices of Career Connections reviews each company profile and job posting, it makes no endorsements, representations, or guarantees about the positions listed on its website and is not responsible for safety, wages, working conditions, other aspects of employment, or whether the students/alumni have the requisite training and work experience to qualify for a position. It is the responsibility of the students/alumni to obtain all the necessary information concerning the employer and the position and to take all necessary precautions when interviewing for or accepting positions with an employer.

*Internships provide students 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 organizations with the opportunity to guide and evaluate potential candidates. Interns who become employees are retained at higher rates than other hires: 75.5% are still with the organization after their first year on the job compared to 51.5% of non-intern employees (National Association of Colleges and Employers Internship & Co-op Report, 2023)

INTERNSHIPS SHOULD INCLUDE:

• A learning experience with a real-world opportunity to apply the knowledge gained in the classroom. It must not be simply to advance the operations of the employer or replace the work that a regular employee would routinely perform.
• Learned skills and knowledge that are transferable to other employment settings.
• A defined beginning and end that is mutually agreed upon and consistent with institutional sponsor guidelines and schedules.
• A position description with clearly defined responsibilities and required/desired qualifications.
• Clearly defined learning objectives/goals supportive of the student’s academic program goals, career goals, and institutional requirements.
• UofA Internship Contract – To ensure shared understanding of internship expectations, this contract is available to use (but not required).
• Direct supervision by a professional(s) with relevant expertise and educational and/or professional experience who provides productive feedback, guidance, and the resources and equipment necessary to successfully complete the assignment.

PAID INTERNSHIPS:

The Department of Labor guidelines allow organizations and companies to offer an unpaid internship only if the student is the “primary beneficiary" of the internship. For more on the “primary beneficiary test” check here: https://www.dol.gov/agencies/whd/fact-sheets/71-flsa-internships.

PAID INTERNSHIPS ARE MORE EQUITABLE:

• Paid internships promote equity and access by removing barriers that limit who can take part. Unpaid intern cohorts will include those who can afford to forgo a paycheck or are willing to endure financial hardship while providing unpaid labor.
• Paid internships recognize that interns perform work—and all work should be paid. Unpaid internships deny basic labor rights provided to paid interns. As unpaid interns are not considered “employees” of the organization under the Fair Labor & Standards Act (FLSA), they are not legally protected against harassment and discrimination (Rothschild & Rothschild, 2020).
• Paid internships support diversifying the workforce by creating an inclusive pool of entry-level candidates who have the experience and competencies employers seek.

ACADEMIC CREDIT FOR INTERNSHIPS:

• Academic credit alone is insufficient as compensation because in most cases students must purchase academic credits; and compensation for labor cannot be purchased by the laborer.
• Receiving academic credit for internship experience differs for each University of Arkansas degree program. Students are responsible for applying for internship academic credit within their college. Internship academic credit information

*Source: National Association of Colleges and Employers (NACE) Guide to Internships

For more information, see https://www.dol.gov/whd/regs/compliance/whdfs71.htm.

NEW INTERNSHIP CONSIDERATIONS:

Consider the following when creating a new internship:

What major, skillset, or career path is the intern pursuing?
What types of careers will the position provide meaningful experience for?
What are the start and end dates of the internship?
What is the position description?
What are the desired qualifications for this internship?
What are three concrete learning objectives/goals that will be accomplished by the end of this internship?
How will the intern be provided feedback?
What resources, facilities, and/or equipment will the intern have access to? What professionals will they be able to network with?

INTERNSHIP POSTING SUGGESTIONS:

Position Title: Make sure the title is concise and clearly points at the purpose and scope of the internship.

Company's Basic Information: To drive interest in the right candidates, describe your organization in 2-4 sentences, focusing on who you are, what your culture is and what it would be like to work with you.
This is your opportunity to brag about the benefits and perks of joining you (such as built-in opportunities to network with industry professionals and receive constructive feedback, flexible work-school schedule, % of interns hired into full-time roles, etc.). Your position description should directly communicate your purpose, values and what makes you a good opportunity for candidates.

Internship Duties and Responsibilities: In 1-2 sentences, give an overview and function of the internship, how it fits into the organization, internship duration, and general work conditions. Then use 4-10 bullet points to highlight the essential tasks, the tasks’ purposes, and outcomes. Consider using relevant keywords so students can find your posting when filtering by these keywords.

Necessary Qualifications and Skills: A winning job description format includes both must-have skills and nice-to-have (or preferred) skills needed to succeed in the role. Specify required or preferred education level, certifications, qualifications, personal characteristics, physical abilities and years of experience.
It will help potential applicants to gauge their skills and experience and decide whether or not they should apply. But remember to separate the required skills or qualifications from the preferred or desirable ones, so you don’t miss the right candidates because of the flexible skills they lack.

INTERNSHIP DESCRIPTION EXAMPLES

Position Description Example 1:

Storyline Strategies is now accepting Spring 20XX remote market research and communications strategy intern applications.

At the intersection of communications and marketing, stands Storyline Strategies — a nimble agency that crafts compelling storylines using the precise lens of public opinion research. We have a proven track record, with global powerhouse clients that include, but aren’t limited to, Fortune 500 companies and Fortune 50 multinationals, technology pioneers, social policy thought-leaders, influential associations and emerging change-makers.

And we’re only getting started.

Our interns will be integral contributors to our growing enterprise. Candidates should have a deep appreciation for the written word, a creative affinity, and a headstrong curiosity. They will be asked to dive into a fast-paced environment in which no two days are the same. In the morning, you may be working on storyboards for a global product launch; after lunch, helping with the research and crafting of an exercise for a session.

ABOUT THE POSITION

Interns at Storyline Strategies have the opportunity to do real work – gaining valuable work experience and professional connections along the way. This internship supports the Narrative & Strategy team, and while every day at Storyline Strategies is different, your primary responsibilities include:

• Contributing to the preparation of qual/quant research materials ahead of studies and the analysis of data afterwards, including written and visual components.
• You'll assist junior and senior staff with brainstorming, content creation and editing, media support, and so much more.

ABOUT YOU/QUALIFICATIONS You’re a college student, a recent graduate, or a young professional with a keen interest in learning about the world of communications consulting. You have strong communication skills (given that this is a remote internship, this is top priority), as well as an unquenchable sense of curiosity, a passion for details, and a love of language. A team player, your work ethic is matched by a willingness to tackle any challenge and contribute to any project. We are looking for candidates who are able to commit to 20-25 hours a week.

HOW TO APPLY To apply for this paid internship, please send your resume, cover letter, availability, and two recent, original writing samples (1-2 pages each). We look forward to hearing from you!

Position Description Example 2:

Position Summary:

The Museum Interpretation Intern assists the Interpretation Specialists, who work in collaboration with the curatorial and educational teams, in formulating narrative and interpretive strategies. This internship provides a unique opportunity to learn about and contribute to the research, planning, and implementation of interpretive tools for the Museums exhibitions and art installations. These include items such as brochures, activity guides, rack cards, labels, audio tours, and other digital tools that encourage guest engagement and learning (in the galleries, on the grounds, and in other museum-related spaces).

The goal is to create an impactful and rewarding experience for our museum guests. This internship offers hands on training in the museum profession and an overview of museum exhibition operations from the early planning stages through implementation.

The ideal candidate is passionate about artistic expression, the arts in general, and has interest and skills in critical thinking, creative writing, and on-line and library research. Applicants must be ready to think creatively in unfamiliar situations and be prepared for hands on experience. A diplomatic and flexible disposition, with the ability to collaborate amongst a diverse group of people, is highly desired.

Duties:

• Assist the Interpretation team in creating interpretive elements for exciting and engaging exhibitions. Artist and art object research (online and in library), summarizing findings
• Writing and editing copy for various projects, including blogposts
• Engage in creative brainstorming Assist in conducting visitor evaluation and data collection
• Attend All Staff and Exhibition department meetings
• Attend project meetings to collaborate with curators, interpretive staff, educators, preparators and others
• Other duties as assigned

Timeline:

• Applications due November 30, 20XX
• Intern selected by December 17, 20XX
• Anticipated Start Date: January 24, 20XX

Required Documents:

Cover letter, Resume

Schedule:

January 24-May 6; Hours up to 20 hrs./wk.; Weekly schedule to be arranged

Minimum Qualifications:

• 3rd or 4th year Interdisciplinary Humanities student (college level) preferred; can include (but is not limited to) majors/minors such as American Studies, African American Studies, Indigenous Studies, Latin American and Latino Studies, Art History, Studio Art, Cultural Anthropology, Communication, English, History, Journalism/Strategic Media, and Sociology.
• Dependable and punctual
• Minimum of 10 to a maximum of 20 hours per week; a mutually agreeable schedule will be determined in conversation with the Head of Interpretation.
• Knowledge of Microsoft Office Suite is required, and familiarity with library and Web-based search tools is strongly preferred.
• A background check is required
• Must maintain confidentiality of all non-public Museum information
• Possible course credit can be negotiated with University departmental supervisor

Physical Demands and Work Environment:

The physical demands described here are representative of those that must be met by an intern to successfully perform the essential functions of this position. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Physical demands: In the work environment described herein, position requires work at a desk and utilizing a computer for prolonged periods of time and excellent eye/hand coordination. Visual acuity to review detailed drawings and written materials is required for this job.

Work environment: Work will be performed in an office environment, and in museum spaces. The noise level in the Museum work environment is usually low to moderate. Work may take place in galleries undergoing construction and painting.

If the intern’s personal equipment is used, the Museum accepts no liability for any damage caused to said equipment while being used for Museum purposes, nor loss or corruption of electronic files on device.

Extending Offers

We ask that employers convey final hiring decisions to candidates within a reasonable time frame and communicate that time frame to candidates during the interview process.

As a general rule, employers should give students a minimum of two weeks from the date the offer is made to make their decision.

We ask that employers making full-time offers to interns at the conclusion of their internship to give students until at least November 15th so that these students are able to participate in on-campus recruiting during the fall semester. This will allow students to make informed career decisions and will support their acceptance of offers and commitment to employers.

Employers should in no way try to persuade students to renege on employment offers from other companies under any circumstances. This practice would be in direct breach of our recruiter code of conduct and ethics and may result in restrictions to the employer's access to our career services and students, as well as potential consequences to the student.

Exploding Offers

Exploding offers (offers that do not afford a candidate the appropriate time to either accept or decline) are unacceptable. For example, an offer with a 48-hour window would be an exploding offer. Employers are to refrain from exerting any undue pressure on candidates to accept a job offer. Applying pressure to a student to accept a job offer at the conclusion of a summer internship prior to commencement of the fall recruiting season would also be considered an example of an exploding offer.

Rescinded Offers

If conditions change and require your company to rescind an offer made to a student, we ask that you call the University Offices of Career Connections (OCC) or Walton College Career Center (WCS) prior to taking any action. If, after discussions with either Career Center, the offer is rescinded, we ask that you pursue a course of action for the affected candidate that is fair and equitable potentially including, but not limited to, financial assistance and outplacement services.

Contracts

If your organization has a required contract that must be signed in order to be employed with your organization, the student must be allowed to take the contract with them in order to review and seek any needed counsel or advice before signing. The student must also be afforded a reasonable amount of time (general rule is a minimum of two weeks) to consider before making a decision. The Career Connections also reserves the right to request to review any contracts being used in campus recruiting.

Breaches of Conduct by Employers

Consistent unfair treatment of students, as defined above, has the potential to result in any/all of the following:

• Restricting access to career services and students
• Placing the name of the employer in our internal database to denote unfair practices

Student Reneges

We encourage students to immediately release offers they do not plan to accept. Additionally, any student reneging on an accepted offer is considered in serious breach of our recruiting policies and a poor reflection on University of Arkansas. If this situation occurs, contact the OCC or WCS prior to taking any action. The student will receive immediate attention. Actions that may be taken include revoking the student's access to career services.