By Anita Sangha

Co-op hiring creates opportunities for students and employers alike—and creates strong proponents for the practice in the process. 

Elizabeth Murray has been a long-time supporter of hiring co-op students, both during her years as an HR professional with the Public Service Commission of Canada, and now as a consultant.

Sitting down to discuss a favourite topic, Murray reflected on how she became involved in co-op hiring—and how it introduced her to Christian Codrington, CHRP. Now BC HRMA’s senior manager of professional practice, Codrington was Murray’s very first co-op hire.

Co-op a Made to Hire Model

“We had an ongoing program of recruitment of personnel officers in the government and long standing relationships with different universities for recruitment purposes.  We decided we would do what we advised others to do—look for a co-op student to work with us, and build a working relationship with the student because there would be an opportunity to hire in the longer term,” says Murray.

“Co-op is like an apprenticeship.  See the product, see the person. Test-run the co-op student in your organization—which makes it easier to decide if the student fits with the culture and needs of your organization. We wanted to model what we wanted managers in the organization to do – to make a commitment, hire a student, develop skills, develop another generation.”

From Codrington’s perspective, the co-op opportunity was one of a lifetime—which led to an unexpected offer.

Win-Win for Employers and Students

“I had no idea that Liz, the government was using co-op as a probationary tool to recruit. I thought it was just a co-op term, so I went in aiming to do my best, learn lots in the short term, and apply school learning,” says Codrington. “I was surprised to get a phone call from Liz months later – to interview for a permanent role.  Co-op gives the student a chance to learn, apply the learning back in school, and depending on how you do, potentially have something waiting for you upon graduation.”

That co-op hiring has as much to offer the organization as the individual is something which both agree upon emphatically. 

“You are getting a young person with lots of ideas and vitality,” says Murray.  “They ask questions in an innocent way, and challenge things – this is a vital role that is needed in all organizations!”

Codrington concurs and points out the skill sets so many of those students bring to the table. “Co-op students can offer an employer enthusiasm, a new perspective on issues and an opportunity to build a pipeline of talent.”

Personal and Professional Growth

While presenting a tremendous personal opportunity, Codrington has no doubts about his co-op encouraging his professional growth. “During my co-op work term with Liz, I learned the discipline to work independently, and how to present to senior management,” says Codrington. “There is criticism of today’s generation and its inability to communicate face to face.  I learned how and what to say to people: how to communicate at the age of 25 in front of the director general.  Liz was a great teacher and a great mentor.”

“I asked naïve things during my work term.  But the work term gave me a good grounding.  I knew the context behind why theories would/wouldn’t work and went back to school feeling older and wiser. I felt I was ahead of my classmates in understanding concepts, and how things worked in the real world, beyond the classroom.”

Advice to Employers: Just Do It

Murray’s top line advice to employers regarding co-op hiring is simple: “Just do it.”

Both she and Codrington agree that the hiring of co-op students should be embedded in the organizational strategy.

“Think about the Nike motto,” says Murray. “Work with a university nearby that has programs that suits your kind of work.  See it as an opportunity of skill building where the payoff is in the long run for your organization. Employers shy away from hiring co-op students because they think there is too much investment of time, but that was never my experience.  In any situation, you will have to explain how to do something to any employee.”

What is key according to Murray is being selective. “You have to feel you are making a good selection, so do the upfront work and have criteria to help you make an informed decision. Remember, there is the option to say nobody in this student batch meets our needs and we’ll come back again. Don’t take just anybody.”

“Besides knowing your hiring criteria and writing a good job description, check references.  Look at what the student has already done.  Look at hobby work which can demonstrate several skill sets. Look for activities completed that demonstrate initiative,” says Murray.

Moreover, be prepared to follow up on any co-op hiring with the right people and resources in place to provide support. Codrington recalls how smoothly the process went for him. “I wasn’t dropped in and left unsupported to do a co-op job. I met regularly with Liz and she introduced to many people throughout the organization who were valuable resources too.”

Murray would not have had it any other way. “Integrating the person into the work term is important.”

To learn more about how you can hire a BC co-op student, visit the ACE (Association for Co-operative Education in BC/Yukon) website at www.co-op.bc.ca as a one-stop source for posting with multiple schools across BC. Co-op staff are available to support your co-op hiring.

Anita Sangha is a Board of Director with the Association for Co-operative Education in BC/Yukon (ACE) and a member of the Communications Committee.  She is also a Co-op faculty member at Kwantlen Polytechnic University on the Business Co-op Programs.