Our SDCCD Student Employment System Job Connect, enables employers to post job opportunities for students for FREE.
As an employer, your job positions will be available for viewing by over 50,000 students within the San Diego Community College District. You will have the ability to post multiple positions, internships, employment fairs and accept resumes online if you choose.
The Mesa College Career Center uses Job Connect as the primary resource to assist students in seeking employment. Don't miss this opportunity to reach your future workforce!
Simply create an employer profile and post jobs as needed.
Contact the Career Center for further questions about job postings.
These tips address improving the quality of job posting responses when using the Job Connect system.
Have a complete company profile:
Even if your company is widely know you should include this section. Providing this information is helpful in "selling" your company to candidates.
FOR SPECIFIC JOB POSTINGS
Title: Use a job/position title that clearly defines the level of the job and area of practice specialty.
Description: Candidates want to know what they will be "actually" doing in this position. Provide a comprehensive description of the position which may include:
Skills: Outline skills and qualifications required for this position. Differentiate between the actual required qualifications and the "it would be nice if you had these" skills.
It is easier to read if these qualifications are in a list or bullet format. Helpful hint: if you are cutting and pasting your ads use dashes (-) or asterisks (*) rather than bullets.
Other Comments: If you are not taking advantage of the Resume Inbox in Job Connect, use this section to indicate how you want applicants to apply. Be sure to include email, web address, fax number or mailing address and application deadline.
This section also provides an opportunity to provide more information about the company, job, or work schedule.
Salary: You must include some type of information in this section. Salary, hourly rate, range, or for higher level jobs, dependent on experience. For internships, indicate if they are paid or unpaid. For commission jobs, indicate what the base plus commission or what is the draw against commission.
The Mesa College Fall Job Fairs - Check back for Fall Dates!
Mesa College is excited to offer employers the chance to attend a Fall Job Fair on campus! We heard your recruitment needs for the improving economy and for holiday seasonal work and can’t wait to have you on campus!
Who should attend?
Why should your organization attend the Mesa Fall Job Fair?
How can my organization attend?
What is included?
If you would like to receive a registration information or if you have questions regarding the job fair, please contact the Career Center at email@example.com with your contact information.
The Career Center offers employers the opportunity for campus recruitment visits and interviews.
Do you want to hold student interviews on campus? The Career Center is pleased to offer an interview room for you to schedule on campus interviews with Mesa students. Available during regular business hours. For more information, please contact us: ph 619-388-2777 email firstname.lastname@example.org
Showcase your company’s employment positions through a campus recruitment visit. Recruitment visits optimize your organization's employment opportunities by positioning you in the highest traffic area on campus (the breezeway between the cafeteria and bookstore).
Recruitment Visits include:
Recruitment visits requests must be made at least 14 days in advance.
You may recruit Monday through Thursday, during campus Spring and Fall semesters, except for the first and last two weeks of the semester. Summer recruiting is not available this year.
Non-profit organizations hiring for internships or volunteer positions are free.
All other organizations, please contact the Career Center for pricing.
Career Center: ph 619-388-2777 email email@example.com
For information on free speech postings and areas, click here.
For a copy of Board Policy 3925 - Posting and Distribution of Literature, Political Activities, Free Speech and Freedom of Expression on Campus and District Sites - please click here.
Mesa College is home to one of the largest military veteran student populations in the nation. Veterans come with a very diverse and unique set of experiences. Coupled with the excellent education received at Mesa College, veterans are an outstanding employee addition to any organization.
Learn more - view the video "Why Hire Veterans"
The goal of an internships is to bridge students' educational learning with on-the-job experience and training related to their major. Employers provide training, guidance, and on-the job learning opportunities for students to apply knowledge acquired in their academic major.
The San Diego Mesa College Career Center follows the NACE Position Statement on U.S. Internships to define and assess opportunities for our students. Click here to read the NACE statement.
Internship programs under the Fair Labor Standards Act - Employers, we encourage you to stay informed of the government regulations regarding internships.
Many employers include these as reasons or benefits of having a quality ongoing internship program in their organization:
Identify the type of work you will have your intern do so they will be an asset to your organization. Have high expectations. The students will measure up to your requirements.
The information below is specific to California Labor Code and the Fair Labor Standards Act and is provided only as a reference to assist you in the development of an internship for credit or no credit based. It is suggested you contact your organization's counsel or a lawyer that specializes in labor law for legal advice.
There are many benefits to hiring paid interns. If you want to stay competitive in the intern market and recruit high quality interns, providing a salary or stipend is standard in most organizations. Minimum wage is the legal requirement for hourly positions, however a fixed weekly, monthly or quarterly stipend, not based on hours worked, is not considered wages and would not conflict with the Fair Labor Standard Act minimum wage requirements. It is best to consider interns as employees since they have the same rights as other employees in your organization. Consider some exceptions to this if necessary.
According to NACE, The Department of Labor has six criteria you can use to determine if a student is a learner/trainee (i.e. Intern) and therefore doesn't have to be paid. Not all six factors have to be present but the position should ultimately be more of a training experience than a job:
You might read the fourth criterion and think there's no way an intern could work with us and not provide some kind of benefit to our organization. Previous Department of Labor (DOL) rulings on cases where a student hasn't been paid as an intern have suggested that as long as the internship is part of an academic program and is predominantly for the benefit of the student, the fact that the employer receives some benefit from the student's services does not make the student an employee for the purpose of wages and hour law. So, even though there are no clearly-defined regulations stating that unpaid interns must be participating in an academic program where they will receive credit for the internship, it's best to conform to previous DOL rulings and pay your interns or ask that they enroll in academic credit through their college.
If you organization can't afford to hire paid interns, start the recruitment process on Job Connect early enough to allow students to enroll in the work experience class (course credit). At San Diego Mesa College, the Work Experience class provides academic credit to students interning or working in local companies.
The California Labor Code, Section 3351, states that “Employees” means every person in the service of an employer under any appointment or contact of hire or apprenticeship, express or implied, oral or written, whether lawfully or unlawfully employed. According to this, interns would seem to fall under the classification of “employee” and should by law be covered under worker's compensation. The only time an intern is not required to be covered under worker's compensation, according to section 3352.i. of the California Labor Code, is if the intern is a “personal performing voluntary service for a public agency or a private, non-profit organization who receives no remuneration for the services other than meals, transportation, lodging, or reimbursement for incidental expenses.” If your organization falls into the public agency or private, non-profit category and you are hiring interns that are unpaid, then you don't have to cover them, though it is recommended that you cover them anyways to limit your liability for job injuries to medical expenses and lost wages only. If your intern hurts someone else while working, your organization will probably be held liable as well, but check with legal counsel.
There is a difference between these two agreements. According to NACE, non-compete agreements are signed documents where an employee agrees not to compete with the current employer after leaving the company. They may outline certain things that are prohibited such as working for a competitor or creating a competitive business, the geographic location in which the employee may not work, and how long the non-compete agreement will last. Non-disclosure agreements prohibit the employee from using proprietary information learned in the current organization, at a job with a new employer. Proprietary information can include such things as product information, customer information, business plans, new technology, or any information that's not available to the public. This type of agreement does not restrict where an employee can work after leaving the current employer, but is can limit the information the employee can use at the new organization.
Both of these agreements are used occasionally by employers when hiring interns, but non-compete agreements many not be as enforceable as non-disclosure agreements. The reason is interns don't usually enter the job market right when the internship ends, they may not have gained the expert knowledge that regular employees have, they aren't employed long enough, and aren't involved in a high enough level of decision-making.
Since internships are designed to extend for a specific amount of time, the interns are hired for a certain purpose, and these is not expectation that the position will continue after the specified end date, interns would not qualify for unemployment benefits after leaving the organization. Developing a learning agreement with specific start and end dates, as well as expectations for the position, is the best way to safeguard your organization against unemployment claims by past interns (Inkster & Ross).
Interns fall under the same guidelines as regular employees when it comes to civil rights and nondiscrimination. Employers are not allowed to select interns based on race, ethnicity, age, gender, etc., nor can they discriminate against interns with disabilities. Interns with disabilities must be provided reasonable accommodations to perform their essential job functions as required by the Americans with Disabilities Act. Interns are also protected by harassment laws, just as regular employees are (Inkster & Ross).
Work Experience courses allow students to attend college classes and earn college credit for internships or on-the-job learning. No weekly classroom attendance or books is required. After the mandatory orientation, the student and the instructor maintain contact through phone and emails. The instructor will visit the student's work site during the semester. Students must have a job or internship prior to attending the mandatory orientation for these courses.
Work Experience courses apply toward the Associate Degree and transfer to the CSU and/or private colleges and universities. Some subject-specific occupational courses meet occupational certification requirements.
For more information, visit the Work Experience website.
Many employers misunderstand the Americans with Disabilities Act and are reluctant to hire people with disabilities because of unfounded myths. This seventeen-minute video responds to concerns expressed by employers, explaining the ADA in common sense terms and dispelling myths about this often overlooked pool of well-qualified employees.
Quick tips about hiring persons with disabilities from the California Governor's Committee on Employment of People with Disabilities.
State law that requires any employee less than 18 years of age who has not graduated from high school or passed the California High School Proficiency Examination to have a Permit to Employ and Work.
Minors are responsible for obtaining this work permit application and employers are required to terminate the employment for any minor for whom they do not have an active work permit.
Minors who have graduated from high school or passed the California proficiency exam may give a copy of their high school diploma or proficiency exam certificate to their employer in lieu of a work permit. Minors who have not fulfilled one of these requirements must be enrolled in school in order to have a work permit application processed. A passing score on the California High School Exit Exam (CASEE) does not exempt minors from work permit requirements.
Students may obtain application forms, or get information about work permits and child labor laws, at any high school, or contact the school district¹s work permit office.
Labor Code 1391.2 – Minors Graduated from High School – Hours & Pay 1391.2. (a) Notwithstanding Sections 1391 and 1391.1, any minor under 18 years of age who has been graduated from a high school maintaining a four-year course above the eighth grade of the elementary schools, or who has had an equal amount of education in a private school or by private tuition, or who has been awarded a certificate of proficiency pursuant to Section 48412 of the Education Code, may be employed for the same hours as an adult may be employed in performing the same work.
(b) Notwithstanding the provisions of the orders of the Industrial Welfare Commission, no employer shall pay any minor described in this section in his employ at wage rates less than the rates paid to adult employees in the same establishment for the same quantity and quality of the same classification of work; provided, however, that nothing herein shall prohibit a variation of rates of pay for such minors and adult employees engaged in the same classification of work based upon a difference in seniority, length of service, ability, skill, difference in duties or services performed, whether regularly or occasionally, difference in the shift or time of day worked, hours of work, or other reasonable differentiation, when exercised in good faith.
San Diego Mesa College Career Center | Room I4-306 | 619-388-2777 | MesaCareer@sdccd.edu