2018 Internship Hosting Application

To apply, please fill out this form by the final deadline of 5pm on Monday, September 25, 2017

Please Note: Use of a personal car to fulfill job expectations can not be a pre-requisite for an internship. All internships must be available to all returning undergraduates (Freshmen, Sophomores & Juniors) and can not be limited to upperclass students.

Please provide information about your organization

Please provide your Organization's Contact information

Org contact is a Princeton alumni *

Please provide the expected supervisor's Contact information. We understand that this is subject to change and we will verify this information later in the cycle.

Intern supervisor is a Princeton alumni *
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Please provide specific information about your organization to help us advertise this opportunity to Princeton University students.

1) Summer interns will be temporary employees of your organization and be paid $450 per week for an 8-10 week internship.  In addition to providing the intern stipend, Partners will contribute an internship management cost of $500 to PICS if an intern is placed.  

PICS may offer partial underwriting of the cost of the internship to those organizations that operate on tightly restricted budgets [supporting information may be requested. A committee of the PICS board will review any requests for supplemental funding].  Please check the box that applies to your organization's funding situation.   *
 
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9c) How many interns would you like to host? *
9c) How many interns would you like to host? *
How would you categorize this internship? *
How would you categorize this internship? *
How would you categorize this internship? *
How would you categorize this internship? *
How would you categorize this internship? *
How would you categorize this internship? *
How would you categorize this internship? *
How would you categorize this internship? *
How would you categorize this internship? *
How would you categorize this internship? *
How would you categorize this internship? *
How would you categorize this internship? *

Intern Interview and Selection Process

Please select the Interview option that works best for your circumstance: *
Please indicate your preference for traveling to Princeton. *
Regardless of the interview process, all internship offers will be made directly from the PICS office to the students on behalf of the organization. Once an offer has been made and accepted, the organization is expected to communicate with students regarding start/end dates, or any other requirements for hosting a PICS intern prior to orientation. While start and end dates can be flexible all PICS internships are required to last between 8-10 weeks and intended to be consecutive weeks. *

Guidelines for Alumni and Community Partners of Princeton Internships in Civic Service (PICS) Interviews

All Princeton Internships in Civic Service (PICS) interviewing and candidate selection takes place under the auspices of the Office of Career Services and must be conducted within a framework of professionally accepted recruiting, interviewing and selection techniques and guidelines. This includes the recruiting and offer policies set forth by the Office of Career Services, the Nondiscrimination Statement of Princeton University, the National Association of Colleges and Employers (NACE) Principles for Professional Practice (see full description below) and the Equal Employment Opportunity Commission’s guidelines on prohibited practices.

Princeton University is committed to diversity, equity, and inclusivity in all hiring and employment practices. Interviewers should consider themselves ambassadors of their organization, PICS, and the University. As such, interviewers must abide by Princeton University guidelines. Interviewers should also display cultural sensitivity to the broad range of backgrounds and personalities of our applicants. To ensure consistency in our interviewing standards, we have compiled a list of best interviewing practices below, which all PICS interviewers must agree to in order to participate in the student interview process.

Best Practices for Conducting a Student Interview

  • All interviewers must read and abide by the NACE Principles for Employment Professionals (see below) and review these additional guidelines regarding specific interview questions and preparation.
  • Interviewers should prepare questions in advance that will determine the candidate’s ability to perform essential job functions as defined in the job description. Questions should focus on proficiencies, time commitment and qualifications needed to be successful in the position.
  • Interviewers should avoid asking candidates questions that are invasive and unrelated to performing the job. Interviewers must also be mindful of discriminatory language and/or behaviors and should display cultural sensitivity.
  • Questions regarding political views or religious beliefs are inappropriate. If a candidate addresses these topics, the conversation should be approached in a professional manner, with tolerance and respect for views other than your own.
  • Interviews are a two-way exchange of information; candidates should have an opportunity to ask questions.
  • Ask open-ended questions so that candidates have the opportunity to provide detailed responses.
  • Please refrain from taking telephone calls, texting or reading emails during an interview.
  • Negative comments about other organizations or other applicants should be avoided.
  • Candidates may be looking for positive or negative reactions during the interview. Try to remain neutral in your expressions toward any information a candidate provides or a weakness they may reveal.
  • Please end each interview by asking the student if there is anything else they would like to discuss.

Please note that all in-person interviews must be held in the Office of Career Services recruiting suites, with no exceptions. Other interviews may be held via Skype or by phone. Interviewers should select a professional location/environment for Skype interviews.

National Association of Colleges and Employers (NACE) Principles for Employment Professionals 

  • Employment professionals will refrain from any practice that improperly influences and affects acceptances. Such practices may include undue time pressure for acceptance of offers and encouragement of revocation of another offer. Employment professionals will strive to communicate decisions to candidates within the agreed-upon time frame.
  • Employment professionals will have knowledge of the recruitment and career development field as well as the industry and the employing organization that they represent, and work within a framework of professionally accepted recruiting, interviewing, and selection techniques.
  • Neither employment professionals nor their organizations will expect, or seek to extract, special favors or treatment which would influence the recruitment process as a result of support, or the level of support, to the educational institution or career services office in the form of contributed services, gifts, or other financial support.
  • Serving alcohol should not be part of the recruitment process on or off campus. This includes receptions, dinners, company tours, etc.
  • Employment professionals will maintain equal employment opportunity (EEO) compliance and follow affirmative action principles in recruiting activities in a manner that includes 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;
    • Developing a sensitivity to, and awareness of, cultural differences and the diversity of the work force;
    • Informing campus constituencies of special activities that have been developed to achieve the employer's affirmative action goals;
    • Investigating complaints forwarded by the career services office regarding EEO noncompliance and seeking resolution of such complaints.
  • Employment professionals will maintain the confidentiality of student information, regardless of the source, including personal knowledge, written records/reports, and computer data bases. 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.
  • Employment professionals will cooperate with the policies and procedures of the career services office, including certification of EEO compliance as well as compliance with all federal and state employment regulations.
  • Employment professionals will honor scheduling arrangements and recruitment commitments.
  • Employment professionals recruiting for international operations will do so according to EEO and U.S. labor law standards. Employment professionals will advise the career services office and students of the realities of working in the foreign country and of any cultural or employment law differences.
  • Employment professionals will educate and encourage acceptance of these principles throughout their employing institution and by third parties representing their employing organization on campus, and will respond to reports of noncompliance.

For the full list of NACE Principles, see: http://www.naceweb.org/knowledge/principles/principles_for_professional_practice.aspx?referal=knowledgecenter&menuID=203#employment

Additional Resources:

1. Diversity Officer Magazine: “The Top Ten Culturally Competent Interviewing Strategies”

http://diversityofficermagazine.com/cultural-competence/the-top-ten-culturally-competent-interviewing-strategies/

2. National Education Association: “Why Cultural Competence”

http://www.nea.org/home/39783.htm

3. Society for Human Resources Management: “Interviewing Candidates for Employment”

http://bit.ly/2gCxzFE

4. Rapid Learning Institute: “How to Avoid Hiring Lawsuits” (Video)

http://rapidlearninginstitute.com/online-hr-training/avoid-hiring-lawsuits/

5. Monster: “Keep the Interview Legal”

http://hiring.monster.com/hr/hr-best-practices/recruiting-hiring-advice/interviewing-candidates/legal-job-interview-questions.aspx

6. Project Implicit Bias: Project Implicit is a nonprofit organization and international collaboration between researchers who are interested in implicit social cognition - thoughts and feelings outside of conscious awareness and control. The site offers several free tests designed to increase self-awareness of unknown or hidden biases. https://implicit.harvard.edu/implicit/takeatest.html

Please complete the below to confirm the following: I have read the above Guidelines for Alumni and Community Partners of Princeton Internships in Civic Service (PICS) Interviews and agree to adhere to the policies and standards of procedures set forth by PICS and the Office of Career Services when conducting student interviews. *