How to Write A Compelling WIL Job Posting

Students participating in WIL placements want to know employers will support them throughout their work term. Mentorship, professional development, and growth opportunities are critical components of a WIL experience for the student. A great WIL job posting fits both the work the employer needs to be completed and the student’s academic goals.

Considerations #

When creating a WIL work term, consider the following:

• The purpose of the work term — document the particular contributions to the organization’s overall mission.
• The duties and essential activities/job functions required.
• Describe challenging, but realistic tasks students can accomplish within a 14-week period.
• The name of the department where the job will be performed.
• The expectations regarding outcomes of tasks/projects performed and completed.
• The physical and mental requirements — include the required major (if applicable) and any technical or job-specific skills the student would need to perform.
• The length of the internship and the number of hours per week.
• Who will be responsible for mentoring and evaluating the intern’s progress?
• Any training that will be provided.
• The application and selection processes and who will be responsible for making the final hiring decision.

Create a clear job title that represents the role #

The job title is one of the most important elements of a job posting. It needs to closely reflect the actual position and signal that it is a student job. Job titles qualify expectations and will be on students’ future resumes, so they must be clear and specific.

Be clear about what the role entails, why it’s important, and how it fits within the larger organization. #

Provide specific details of what is expected of someone in the posted role (if there’s someone in the position currently, check in with this person for an update on the current responsibilities as the role may have changed since the last time it was posted). How does the role fit within the organization? How much responsibility is involved and what is the reporting structure? Remember, what seems obvious to you may not be evident to the applicant.

Describe your workplace culture. #

• Include information about the organizational culture so that candidates get a sense of what your organization is like beyond the posted position.
• Is your organization entrepreneurial, with flexible work hours, dress code and time off? Are your work hours structured? What are the expectations for innovation, support and learning?

Describe the type of work style that you’re looking for. #

What type of personality will fit well within your organization?

Point out what makes your organization and industry interesting. #

Is your organization growing? Is the industry changing? Sell the positives of your organization, industry and this position to attract candidates who are excited about contributing their skill set and energy.

Identify the essential qualifications and skills, and those that are important. #

Great candidates may avoid applying to a job if they don’t have every qualification, so be specific about what’s required and what would be an asset. This may include college requirements/certifications, work experience, foundational knowledge or technical qualifications. List the duties and essential activities/job functions that are required to successfully complete the work required. Describe challenging, but realistic tasks students can accomplish within a 14-week period.

Address salary expectations and other benefits. #

It is important to list a salary range or explain that salary will depend on experience. This will help candidates determine if the remuneration fits with their budget constraints. Work terms that include a salary range have a much higher application rate.

List contact information. #

Include details on how applicants should submit their applications, and to whom they should address their applications.

Other information to include. #

• Job location, whether the role is full-time, permanent or temporary, and an outline of the recruitment process.
• If the job is in-house, virtual or hybrid.
• The length of the work term and the number of hours per week.
• The start and end date.

Clarify if the work term is funded or contingent on funding. #

Mention if the work term is federally or provincially funded. Is the role subject to funding?

Employer Checklist. #

Use the Employer Checklist resource for planning and executing a quality WIL work term.