CareerHub_GraduateHandbook

The 6 Stories You Should Be Able to Tell

You must of course prepare STAR responses that are uniquely relevant to each
position and organization you interview with. But to be a well-prepared candidate,
you should also be able to tell the following stories at anytime, in any networking
situation. Use the STAR format to make sure you are telling a complete story from
your professional or academic experiences, presenting yourself in the most
competitive way you can.

1. When You Solved a Problem

• “Problem solver” is a buzzword you will see listed in almost every job
description written. Anyone can say that they have this skillset, but you
need to be prepared to explain a specific time when you actually did solve
a problem. Think about the kinds of problems you want to solve in your
future career, and find an example that demonstrates that specific kind of
problem solving (managing people, project management, strategy, etc.)

Goal: show you’re a creative, resourceful, and self-motivated problem
solver.

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A

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2. When You Overcame a Challenge

• To be valuable in the workplace, you need to show that challenges are not
obstacles that will stop your progress. You must demonstrate instead that
challenges are an opportunity for you to apply your education and your
experience to an issue to continue to move things along.

Goal: show you took initiative in order to climb over roadblocks.

Interviewing

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3. When You Made a Mistake
• We all know that everyone makes mistakes; what we don’t know is how
everyone handles those mistakes. It’s important to be comfortable talking
about times when you made a mistake, but more important to show you
managed those times and what you learned from it. Mistakes are where
we learn the most; be able to show potential employers and colleagues
that you know that and value that. IMPORTANT: be thoughtful about the
mistake you share, you don’t want to take their breath away with the
enormity of what you did. Find instead a story you can tell that will allow
you to demonstrate on how you corrected the situation.

Goal: show the steps you immediately took to fix the mistake, and what you
learned from it instead of focusing on the mistake itself.
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4. When You Worked as a Leader
• “Leadership” is another one of those job search buzzwords. You should
have several examples that demonstrate your leadership abilities, whether
or not you had a title and were in a position that said you were the leader

Goal: show you can successfully take charge and generate positive results.

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5. When You Worked with a Team
• Every position requires you to be part of a team, regardless of how self-
tasked in may seem. You will part of an organization, and your role will be
instrumental in someone else being able to do theirs. You need to
illustrate that you understand that, and that you deliver.

Goal: show that not just that you know how to collaborate, but that you
understand why it’s valuable.
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6. When You Did Something Interesting
• You will spend a lot of time with the people you work with. You need to not
only be a valuable colleague, but also someone with a personality. Be
prepared to talk about something you do outside of your professional life.

Goal: have a noteworthy answer when you are asked, “What do you like to
do outside of work?”
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Interviewing

“Tell Me About Yourself…”

Purpose of this question:
• Assess your communication skills
• Understand how you perceive your relevance to the position
• Lay a foundation for follow-up questions

Overview and Outline (from JosephLiu.com)
2. Introduction
a. Overview of how you will structure your response
b. 10-second personal overview
c. Preview of “chapters” of your career

Examples of Career Chapters:

High School Undergraduate Graduate Professional
Position

Teaching Nonprofit Higher Education
Management Administrator

3. For each Chapter:
a. Overview of role/organization
b. Goal
c. Key Result
d. Key Learning

4. Transition (don’t spend too much time here!)
a. Motivation for change

(Repeat steps 2 and 3 as necessary)
5. What’s next

a. Key skills summary
b. Vision and desire for next role

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Tell Me About Yourself…”

From JosephLiu.com

1. INTRO
Personal
Highlights
Positioning
Statement

2. CHAPTER 1
Goal

Role

Results

3. Transition 1
I wanted to…

So I…

4. CHAPTER 2
Goal

Role

Results

5. Transition 2
I wanted to…

So I…

6. CHAPTER 3
Goal

Role

Results

7. What’s Next
Key Skills Recap

Ambition for
Next Role

Interviewing

Closing Strong with Types of Questions to Ask

You “win” the interview when you can demonstrate not only that you have the skill
set, but that you have done your research and have thoughtfully considered the role
you would take in the organization. There is no better way to show your passion for
the mission and the work that you would be doing than when you ask questions that
illustrate the depth of your research and the time you spent thinking about how would
help the organization make an impact.
When a candidate is asked if they have any questions and the response is “no” they
are showing a lack of interest in the position. If you ask very general questions (what
would an average day look like?), you are showing a lack of professional maturity and
failure to do research and prepare for the interview.
You should ask questions throughout the interview – it is, after all, a conversation
between you and the interviewers. Develop strong questions for every person you will
interview with. Ask them when appropriate during the interview, and any that you
didn’t get to ask use at the end.
Prepare your questions in advance, and place them in your padfolio. They will be
easily available to you as you take notes during the conversation, and your
interviewers will note your level of preparedness.
Andrew Sobel outlined the following types of questions in his book Power Questions:
Build Relationships, Win New Business, and Influence Others. Use these as a
framework to help you prepare for your next interview. Write your questions in the
space provided.

I. Types of Questions to AVOID
1. Informational Questions

You should already have done enough research to find answers to basic
questions. If you ask about something you could find the answer to yourself,
you’re showing your lack of preparation.
2. Closed-ended Questions

A simple “yes” or “no” won’t lead to a conversation.
3. “Me” Questions

Use this opportunity to show the depth of your research and how you are
thinking about how you can contribute to the organization. Don’t ask
questions that demonstrate you are only thinking about what the
organization will offer you. Save questions about benefits and vacation time
for after an offer is extended.

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II. Types of Questions to ASK
1. Credibility-building questions:
“As I think back to my experience in managing large sales forces, I’ve found
there are typically three barriers to breakthrough sales performance:
coordination of the sales function with marketing and manufacturing,
customer selection, and product quality. In your case, do you think any of these
factors are holding back your sales growth? What do you believe are your own
greatest opportunities for increasing sales effectiveness?”

2. “Why?” questions:
“Why did you close down your parts business rather than try to find a buyer for
it?” or “Why did you decide to move from a functional to a product-based
organization structure?”

3. Personal understanding questions:
“I understand you joined the organization five years ago. With all the growth
you’ve had, how do you find the experience of working here now compared to
when you started?”

Interviewing

4. Value-added advice questions:
“Have you considered creating an online platform for your top account
executives, so that they can share success stories and collaborate better
around key client opportunities? We implemented such a concept a year ago,
and it’s been very successful.”

5. Future-oriented questions:
“You’ve achieved large increases in productivity over the last three years.
Where do you believe future operational improvements will come from?”

6. Aspiration questions:
“As you look ahead to the next couple of years, what are the potential growth
areas that people are most excited about in the company?”

7. Organizational culture questions:
“What are the most common reasons why new hires don’t work out here?” or
“What kinds of people really thrive in your organization?”

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8. Decision-making questions:
“If you were to arrive at two final candidates with equal experience and skills,
how would you choose one over the other?”

9. Company strengths-and-weaknesses questions:
“Why do people come to work for you rather than a competitor? And why do
you think they stay?”

10. Other questions you have not covered by the categories above:

Interviewing

Create a 30-60-90 Day Plan for Interviews

Preparing a plan to send the hiring manager after you interview will demonstrate
how you will learn the position and prepare to contribute to the organization
immediately. This level of dedication will set you apart from other candidates and
make you more competitive.
Your goals with the plan are to show that:

• You understand what the position involves
• You will learn and begin to perform quickly
• You are extremely motivated
• You are strategic about reaching learning and performance goals

How to Create Your Plan
Formatting

• Make it easy to skim and read; no more than 1 – 2 pages
• Use headers and bullets in SMART goal format
• Create 3 sections: Days 1 – 30; Days 30 – 60; Days 60 – 90
• Include “Learning Goals” and “Performance Goals”; you will have more

learning goals in the first section, fewer in the second, and the third section
will be mostly performance goals with only a couple of learning goals
• Use your resume header at the top of the page

Days 1 – 30
• Focus on learning; the goal is to show you have thought about how you will
learn the position and the culture of the organization quickly
• Include the training program the organization has in place (make sure you ask
about this in the interview)
• Include what you will do in addition to that training program (coming in early
to review procedures, having lunch with colleagues, etc.)
• Be sure you cover how you plan to learn about the
services/products/mission, the industry as a whole, and particular
systems/programs/procedures of the organization

Days 30 – 60
• Focus shifts to showing how you will learn by doing
• Show you will start performing some job duties on your own
• Productive interaction with team members, customers, internal partners,
vendors

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• Proactive about getting feedback from your supervisor – how will you receive
and organize the feedback to improve?

Days 60 – 90
• Focus on contributing, applying what you learned, and adding value
• Demonstrate how you will implement all you learned
• Improve a process or fix a problem
• Include how you plan to get continued feedback to stay focused on continual
progress

From Careersidekick.com

Offers and Negotiations

After the Interview Negotiation

You Received an Offer!
1. Express enthusiasm and thanks.

2. Ask for more details IN A WRITTEN OFFER.

3. Tell the employer you will review the offer and be in touch within their
established timeline.

4. Evaluate the entire offer. You should do this with a trusted family member or
mentor. Any member of the Career Hub team is available to review your offer
with you.

5. Follow up with the employer for more information or to negotiate.

6. Accept or reject the offer.

Review; Negotiate, Accept, or Decline
If you want to negotiate any terms of the offer, you must do so before you accept.
You should have a conversation either over the phone or in person when you
negotiate – don’t try to do it via email.
To prepare for the conversation, do the following:

□ STEP 1: Identify what is negotiable, including monetary and non-monetary
items.

Research the salary range and the cost of living for the city you would be
working in. Your contact inside the organization is a great resource for this.
You can also use resources such as Glassdoor.com and the Bureau of Labor
Statistics.

Develop a budget to understand what your minimum must-have salary is.

Note that not all components of an offer can be negotiated. Some terms are
set by organization policy and cannot be modified. These things might include
health benefits, time off, tuition reimbursement, etc. This will vary by
organization so good research is critical.

O’Neill Career Hub 112

Consider the following items as you review your offer:
Monetary Items: Salary, Signing Bonus, Moving Allowance, Tuition
Reimbursement, Profit-Sharing and 401(k) Programs, Retirement Plan,
Health Insurance, Dental and Eye Coverage, Scholarships for
Dependents, Sick Time, Vacation Time, Stock Option
Non-Monetary Items: Start Date, Review Date, Title, Responsibilities
and Opportunities, Professional Development Opportunities,
Performance-Based Bonuses and Commissions, Work Schedule/Flex
Time, Local Travel (subway or bus pass), Housing

□ STEP 2: Define your priorities for this stage of your professional and
personal life. Reflect on your values and the kind of work you want to do. Rank
the following to help you determine what is most important to you:

Location, Reputation of Organization, Sector, Workplace Affinity Groups,
Salary, Benefits, Time Off, Partner Benefits, Tuition Reimbursement,
Organization’s Commitment to Sustainability, Relationships with
Supervisor and Colleagues, Work Environment, Commute Time
1.
2.
3.
4.
5.

□ STEP 3: Understand your market value before you begin conversations to
negotiate any aspect of the offer.

Do research to determine what a fair market salary would be based on your
education, the years of professional experience you already have, geography,
and type of work you will be doing.
You should use information you gain from the following resources:

Your Network: Talk to your contacts from previous jobs, school, and
internships. Though it may not be an exact number, you can get a good
idea of the salary range for the type of position you are considering.
Informational Interviews: Don’t hesitate to reach out contacts you
met through your informational interviews to continue the
conversation with a focus on salary and benefits.
Online Resources: There are many tools available online to help you
calculate cost of living and average salaries. Some to consider include:

Offers and Negotiations

Salary.com
Guidestar.org
Payscale.com
SimplyHired.com
Legistorm.com
OPM.gov
BestPlaces.net

If after your research you decide you would like to negotiate, keep the following in
mind:

• Know exactly what you want, and what your deal breakers are. If you know
that you absolutely need $50,000/year to make your budget work, do not
settle for $45,000.

• Stay positive and begin the conversation by telling them how excited you are
about the opportunity.

• Focus on your value-add for the organization. If you are asking for anything
above what they have already offered, you must demonstrate how you will
benefit the organization – this should be skill-based and supported with
demonstrated results from your previous experience. Do not ask for more
than 5 – 10% above their salary offer.

• Practice what you will say so you can demonstrate your professionalism as
you manage the conversation in a confident and friendly manner.

□ STEP 4: Prepare for multiple outcomes to your conversation. The employer
could counter by offering other types of compensation, they could turn down
your attempt at negotiation, or they could accept. Be ready for every response.
Some conversation starters are provided below.

You: I’m very excited about this position and the contributions I would make
to the organization in this role. However, the salary is lower than what I had
in mind considering the responsibilities. In view of the work I’ve done in my
two internships and the capstone project for my degree, I believe a salary in
the lower $50s would be more in line with my skills than $48,000. Does
your budget allow for that adjustment?
Option A: Employer tells you they will need to check internally. Two days
later, they call you back and counter with $50,000.

O’Neill Career Hub 114

You: Thank you very much, I would be happy to consider that offer.
Could you please send the updated offer in writing?
Option B: Employer tells you they cannot offer any more money.
You: I am really excited about this position and would like to come to
an agreement that works for everyone. Can we review the
compensation package and consider [fill in with your alternative: title,
vacation time, start time, professional development, etc.].
Option C: Employer tells you they cannot change anything about the
original offer. The salary and benefits will stay the same.
You: I understand, thank you for considering my requests. Can you
provide additional time for me to consider the offer?
□ STEP 5: You either accept or decline the offer.

Option A: You accept the offer.
o Call the person who extended the offer to let them know you accept. Be

sure to express your appreciation and excitement to join the organization
during the conversation.
o Find out what else you need to do to formalize your acceptance of the
offer.
o Follow-up in writing with the person you spoke with and completing any
other steps they indicated.
o Withdraw from any other recruitment activities you are participating
in as a candidate.
o Update and thank your references and anyone who helped you in the
process.

Option B: You decline the offer.
o Call the person who extended the offer and tell them how much you

appreciate the offer. Tell them very clearly that you are declining the offer.
o They may have questions for you about why you are declining and where

you will be working instead. Be ready to answer those questions.
Remember, this process is not a game. You are still demonstrating your
professionalism and answer the questions in an appropriate way.
o Send a formal message declining the offer after your phone conversation.
Express your gratitude and appreciation for the process and the offer.
o Update and thank your references and anyone who helped you in the
process.

International Student Guide

5 Steps to a Successful Job/Internship Search

Step 1: Understanding U.S. Hiring Culture
Step 2: Doing Your Research
Step 3: Preparing Your Materials
Step 4: Promoting Yourself
Step 5: Knowing your Work Authorization Options

Step 1: Understanding US Hiring Culture:

The job search process can be new to many students. As international students you
may also encounter a U.S. workforce culture may be different from what you are
used to in your home country. Please also consult the recruiting timeline in this
flipbook to be familiar with the U.S. hiring cycle.

Features of the U.S. Job Search:
• Self-Directed: While IU, the O’Neill School and the Career Hub offer
resources to help guide your job and internship search. However, you as the
student will direct your own career path. Begin your career development
journey by scheduling a meeting with a career consultant as s/he can help
you create a personalized strategy.

• Focus on Networking: In the U.S. networking is seen as essential to making
connections that can lead to employment opportunities. See Step 4:
Promoting Yourself, for valuable tips on how to successfully network and
developing your pitch.

• Individualism: U.S. employers consistently mention that teamwork is valued,
however you will need to the speak to your own individual achievement within
the team in order to make an impression in an interview or on your resume.
Speaking generally about the team’s accomplishments may not appropriately
highlight your role and how you contributed to the team’s success.

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• Confidence and Direct Communication: When being considered for an
opportunity applicants are expected to “sell” themselves to future employers.
U.S employers respond to firm hand shakes, eye contact, and interaction.
Exuding confidence in one’s abilities and skills will make you more
marketable. U.S.; identify your strengths and be prepared to share them! This
should not be confused with bragging or boasting, work with a career
consultant to master the right balance of confidence.

• Internships Valued: Experiences where students are hosted by an employer
for a summer, semester, or even a year, are a common way to earn
experience, network, or “try out” a career. Additionally, some organization
use internships as a “gateway” to employment and an avenue to vet new
talent. Please contact the Office of International Services (OIS) at least two
weeks prior to your internship’s start date for guidance on obtaining work
authorization (see Step 5: Knowing your Work Authorization Options).

Step 2: Doing your Research
When looking for an internship/job it is important that you do your research on any
company, organization, or professional you wish to engage. An effective search
strategy for students looking to work in the U.S. is a two-pronged approach. First
conduct general research into organizations in which you are interested in and what
opportunities are available. Second, identify whether those organizations have
hosted international students in the past through H1B databases, networking, or
reaching out to the organization directly.

Students interested in returning to their home country for internships or future
employment should meet with a career consultant to help devise a networking plan
while still in the U.S.

Where do I start?
Focus on organizations:

• with a history of hiring employees on a work visa, or have offered internships
to international students in the past

• with an international focus, such as international nonprofits or
intergovernmental organizations

• that have an international presence such as multinational corporations

International Student Guide

Why do some organizations state they only hires U.S citizens?
• Oftentimes foreign nationals are excluded from some U.S. federal, state, or
local government positions due governmental clearance issues. This may
also pertain to consulting groups who work with the federal government.
• Other organizations may state that they only hire U.S. citizens because have
not have hired an international student before. Know how to explain your
work authorization options (Step 5) and sell them on why you should be their
first!

Resources:
• Speacareerhub.indiana.edu - The Career Hub posts internships, fellowships
and full-time job opportunities for O’Neill students every week. Networking
opportunities, recruiting events and workshops are also posted here.
• Passportcareer.com: The Passport Careers website offers internship and job
posting from around the world along with student guides, helpful career
development webinars, and a H1B database. See insert within this booklet
for the O’Neill School registration code.
• MyVisaJobs.com: Find the top 100 employers who offer visa sponsorship.
Check out the top 100 industries that have international workers in the United
States, as well as the top 100 green card sponsors.
• Organization Websites: Visit the organization’s website to learn more about
their practices, structure, culture, and employment opportunities.
Occasionally links to open position and applications are available within the
organization’s site.

Step 3: Preparing your Materials
Before submitting your resume to a future employer drop by the Career Hub or use
our online resource for help creating a document that is error free and promotes
your abilities most effectively. Below are some general features of U.S. resumes:

• highlight individual’s experience, skills, accomplishments, and
academic career

• are concise; 1-page ideal, 2 page possible for graduate students
• are a tool to market strengths rather than a chronologically document

employment history
• includes a cover letter that is tailored to the specific opportunity

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• do not include a photo, any demographic or personal information (visa
status, nationality, gender, age, or marital status)

• must be error free (spelling, formatting, or grammar errors are an easy
way for employers to sort into the “no pile”

• utilizes action verbs
• have bullet points (see insert)
• are told from a first person perspective (but no personal pronouns)

Step 4: Promoting Yourself
The first stage in of developing how you will market yourself to future employers to
make a personal inventory of your strengths. While some of your skills and
experience may be similar to your domestic peers, there may be other strengths
that you have developed due to your experience of being an international student
that make you a unique candidate:

• International experience
• Multilingual skills
• Global perspective
• Thirst for continual learning
• Adaptability to new environments
• Knowledge of global government and/or business practices
Next, practice speaking about yourself, your experience, your interests, and career
goals. Start with friends, family, career consultants, and instructors-then move on
to networking with professionals.
Create your pitch, a short statement that outlines:
• Who you are?
• Where are you going?
• Highlight a skill or accomplishment
• Why are you interested in them? *use your research
• Make a request or ask a question

o Would you be able to connect me with someone involved in this
field

o Can I contact you at a later time to learn more about your career
path

Successful Networking Strategies
Why Network?

International Student Guide

• Key to the US job/internship search process
• Meet new professionals and build partnerships
• Discover different career paths
• Share your knowledge and experience
• You never know who will connect you to your dream opportunity!
Networking Tips
• Prepare before you go: Who will be there? Not just the organization but the

professionals themselves
• Dress for success: What is the appropriate attire; business casual, business

professional?
• Practice your pitch!
• Do not ask for a job, networking is time best spent making connections that

may lead to employment opportunities
• Be aware of nonverbal communication; give hearty handshakes, make eye

contact and stand with confidence
• Actively listen, pay attention, take good mental notes, and get them talking

about mutual points of interest
• Be gracious, thank them for their time
• Ask if you can follow up with them in the future, if so collect contact

information or business card
• Follow up with a thank you via email or a phone call
Where can I Network? *
• Connect with your professors and peers
• Career Fairs
• Career Catalysts
• On-campus employer events
• The O’Neill School academic program events
• Student organization events
• Local Bloomington events
• Volunteer
• Conduct informational interviews
*See the O’Neill School Career Hub Calendar of Events

Step 5: Knowing your Work Authorization Options

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When exploring your opportunities for career development it is important to
understand your work authorization options so that you remain in compliance with
your student visa and you are able to fully articulate your status to employers.

F-1 Visa Students

On-Campus Employment/Internship

On-campus employment is when you have a job on campus and are paid by IU. This
is a great way to gain practical experience without being required to apply for work
authorization. As an F-1 student, you may be employed in a student hourly position
or hold an assistantship. You can work on campus up to 20 hours per week during
fall and spring semesters (20 hours combined for all jobs). You cannot work more
than 20 hours unless the Office of International Services (OIS) grants authorization
through Curricular Practical Training (CPT). During Thanksgiving, winter, spring,
and summer breaks you can work more than 20 hours.

Off-Campus Internship/Practicum

For any off campus internship or employment, you are required to have
authorization from the Office of International Services (OIS) before you begin. F-1
student can gain work authorization through Curricular Practical Training (CPT).
CPT is a specific type of work authorization for f-1 students to gain practical
experience and training in their major field of study prior to graduation. Working
without proper authorization is a violation of your legal status that will require the
termination of your Student and Exchange Visitor Information System (SEVIS)
record.

Notes on CPT Authorization

CPT authorization is granted on a semester-by-semester basis only

CPT authorization results in the issuance of a new I-20

If authorized, you may use an unlimited amount of part-time CPT

If you use 12 months or more of full-time CPT, you will no longer be eligible
for OPT once you graduate.

CPT Requirements: In order to apply for CPT you must meet the following criteria:

Completion at least one full academic year of full-time student status

The internship/practicum is in your major field of study

Enrollment in the appropriate internship “class” (V381/H466 for
undergraduates, V585/E589/Y750 for graduate students) See step by
step instructions at the end of this handbook,

Submission of a CPT application (including offer letter, to OIS through
iStart see note below)

International Student Guide

Academic requirement: Your internship must be reviewed by the Career
Hub prior to enrolling in your internship course
Requirements for Offer Letters: It is common practice for employers to provide offer
letters. It is important to be clear with the organization what is required to be
included in this offer letter. While an organization will not be bothered to supply an
offer letter, no supervisor wants to edit the document numerous times.
You must provide an offer letter on the organization’s letterhead to the OIS that
contains the following information below. Digital templates are available from the
Career Hub on request.
A specific start date of your internship with the phrase “or date of
authorization.” For example: “Start Date: 5/10/20 (or date of
authorization).
A specific end date of internship.
The number of hour you will be interning each week.
The physical address of your internship site (P.O Boxes are not
acceptable).
A description of your position duties, the more details the better.
Frequently Asked CPT Questions:
What if my internship is unpaid?
If you have found an internship or other training opportunity that is unpaid, we
strongly recommend that you apply for CPT authorization prior to beginning that
volunteer opportunity. Be careful not to “volunteer” without pay in positions for
which U.S. citizens would be paid. This rule is designed to protect you, the employer,
and other workers.
Do I need CPT if my internship is outside the U.S?
No, if your internship occurs in your home country you do not need CPT. If your
internship takes place in another country besides you home country or the U.S.,
please consult with your employer regarding the employment laws of that
respective country. If your internship takes place during your last academic term,
please be sure to notify OIS before leaving the country.
Do I need CPT authorization if my employer is located outside the U.S?
Yes, if you are physically doing the work while residing in the U.S, you will need to
apply for CPT authorization. On your offer letter, your supervisor should indicate
that you are working remotely and can use your home address as the location of
your internship.

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Work Authorization after Graduation
After completing your program of study, you may be eligible for 12 months of
Optional Practical Training (OPT). OPT allows you to gain practical training and
experience related to your major field of study. U.S. Citizenship and Immigration
Services (USCIS) is responsible for granting authorization for OPT. However, it is
extremely advisable that you attend an in person training session with OIS on the
OPT process.

Notes on Optional Practical Training (OPT)?
• Applications for OPT can be submitted up to 90 days before your expected
program completion date. We recommend that you submit your OPT
application as early as possible. Applications can take 3-4 months to process.
• As an F-1 student you are eligible for 12 months of OPT, and those 12 months
must be taken within the 14 months following the completion of program
requirements.
• If your major field of study is in environmental science, you may be eligible for
a STEM extension of OPT.

J-1 Visa Students
As a J-1 student, you are required to have authorization for any type of employment
that you wish to undertake. To remain in status, it is extremely important that you
follow the federal regulations about employment.
This information is intended for J-1 students on the Indiana University J program. If
you are a J-1 student but your DS-2019 is issued by an agency or institution other
than Indiana University, you must contact your program sponsor to gain
authorization for on-campus work or for Academic Training.
On-Campus Employment/Internship
On-campus employment refers to any job you perform on campus where you are
paid by Indiana University. As an international student you may be employed in a
student hourly position, or hold an assistantship.
To request and receive your work authorization, please log in to iStart and submit
the “On-Campus Work Authorization” e-form. Please be aware that working without
proper authorization is a violation of J-1 status, and may result in the loss of benefits
of your J-1 program. Please remember to submit your request at least 5 days before
you need to begin working.
Notes on On-Campus Work Authorization for J-1 Students

You must be enrolled as a full-time student

International Student Guide

You cannot work more than 20 hours per week (except during IU breaks that
span a week or more)
Your 20-hour weekly maximum is a combined total for any and all on-campus
jobs you have.
If you wish to work more than 20 hours and the work is in your major field of
study and is an integral/critical part of your academic program you will need
to apply for Academic Training.
Off-Campus Internship/Practicum
As a J-1 student, you may be able to receive authorization for certain opportunities -
paid or unpaid - in your field of study (for example, internships, practica, or
fieldwork). Academic Training needs to be an integral part of your overall academic
goals. It may be done part time or full time, before or immediately after you
graduate.
Notes on Academic Training for J-1 Students
Most J-1 students are eligible for up to 18 months of Academic Training.
However, the total Academic Training period may not exceed the amount of
time spent in the full course of study.
Academic Training may be taken:

o in one period after completion of your program, or
o divided by the summers, part time while you are still taking classes and

the remainder after graduation.
Academic Training Requirements

The internship is integral to your major field of study
If your DS-2019 was issued by IU, Submission of an Academic Training
application (including offer letter) to OIS through IStart*
In the case of Academic Training taken at the end of your program of study,
you must apply within 2 weeks of the completion of your program of study
Confirm information about your health insurance
Academic requirement: Your internship must be reviewed by the Career Hub
prior to enrolling in your internship course

O’Neill Career Hub 124

Upcoming International Student Career Programs:
• Tuesday, September 3rd 3:30pm-4:30pm: Career Fair Strategy Session (stay
for the Networking Workshop at 4:30pm in the Career Hub that is open to all
students)

• Tuesday, October 8th 12:30pm-1:30Pm- International Students: Work
Authorization FAQs

• Thursday, October 24th 5:30pm-6:30pm-International Student: Internship
Search Strategies

• Wednesday, November 6th 12:30pm-1:30Pm- International Students: Work
Authorization FAQs

IU Resources:
Office of International Services
Poplars 221
400 E. Seventh Street
Bloomington, IN 47405
https://ois.iu.edu/index.html
Phone: 812-855-9086
Email: [email protected]

THE O’NEILL SCHOOL Resources:

Yufan Zheng
Assistant Director of International Student Experience
(812) 855-9927
[email protected]
Room Number: 230

Miranda Redman
Sr. Assistant Director Employer Relations
(812) 855-7963
[email protected]
Room Number: 200

O’Neill Career Hub 126