Hire a Student

Before initiating recruitment, supervisors should review the position expectations to ensure it is appropriate for student wage employment and aligned with departmental needs. 

Supervisors should: 

• Confirm the position responsibilities are suitable for a student employee and provide meaningful work experience. 

• Identify the expected work schedule and number of hours per week. 

• Ensure student wages are competitive and reflect the skills and effort required for the role. The minimum required wage for student employees is the Virginia minimum wage. Check the U.S. Department of Labor to find the current rate. 

• Develop or review the job description, including responsibilities, qualifications, and required skills. Ensure job descriptions use inclusive language to promote inclusive hiring practices. 

• Integrate George Mason’s Student Learning Objectives (SLOs) for on-campus employment into the position design, job description, and job expectations. 

• Determine the most appropriate hiring mechanism for the position. Options include student-wage, Federal Work-Study, or Graduate Assistantships (GTA, GRA, GPA). 

• To find out more about Graduate Assistantships, visit: Hiring Graduate Students | Graduate Education 

• The Federal Work-Study (FWS) Program is a need-based program that provides part-time job opportunities to eligible students. Funds to hire FWS students are split between FWS funds (75%) and your department (25%). To learn more about eligibility requirements for FWS positions, visit: Federal Work-Study | George Mason University 

Clear position descriptions that include both job responsibilities and learning opportunities help students understand expectations and the professional skills they will develop through their employment. Find a Sample Job Description.  

For regulations governing Student and Non-Student Wage Employment, visit Policy 2217.  

The above procedures should be followed for part-time Student Wage Employment and Federal Work Study. Additional information on Types of Student Employment.  

For any questions regarding a position description, please contact HR’s Classification and Compensation (Class & Comp) team at jobdescs@gmu.edu or visit the Classification and Compensation website for guidance. 

All on-campus student wage positions must be posted in Handshake, George Mason’s official student employment platform. Posting positions in Handshake ensures equal access to opportunities for all students and centralizes the application process. Positions should be posted in Handshake for at least two weeks or the equivalent of 10 business days. Units can post student jobs other places as well. 

Supervisors who are rehiring former student employees, and who are not seeking new candidates for their available position(s), are not required to advertise. 

When creating a posting: 

• Provide a clear job title and detailed description of responsibilities. 

• Include required qualifications, preferred skills and Student Learning Objectives. 

• Specify expected hours, work location, and pay rate. 

• Indicate any special requirements (e.g., work-study eligibility if applicable). 

• Include your department’s email for applicants to reach out to with questions or follow-up. 

Once posted, students can search and apply to the position directly through Handshake using their Mason credentials. 

Applicant Use of Artificial Intelligence (AI)  

Hiring units are encouraged to clearly articulate their stance regarding the use of AI in application materials within their job postings. Providing this guidance promotes transparency and ensures applicants understand unit‑specific expectations, which may differ greatly across the institution. 

For support on how to use Handshake, email recruit@gmu.edu for more information.  

After applications are received, supervisors should review submitted materials to identify candidates who meet the position requirements.  

Recommended ways to manage a high volume of applications include:  

• Be as specific as possible when listing requirements for the position, 

• Use Handshake filters to easily identify the best qualified applicants, 

• Partner with a colleague to review applications. 

Interviews may be conducted in person, virtually, or by phone depending on departmental needs. Interviews provide an opportunity to assess communication skills, interest in the role, and alignment with position responsibilities. 

Hiring units are encouraged to communicate with all applicants in a timely manner. Simply send updates via Handshake using these Email Message Templates. Students consistently report a preference for knowing their application has been declined than to have no update at all.  

All Inclusive Hiring Practices  

Unconscious bias in the hiring process happens when there is unintended favoritism towards or prejudice against applicants of a particular ethnicity, gender, social group, or other factor. This can lead to forming an opinion about candidates based solely on, or before, first impressions. Even in the early hiring stages, a student’s name, major, or hometown can influence a reviewer’s perception or how reviewers assess their level of qualification for a job. Encourage hiring managers and staff to recognize, address, and avoid unconscious bias in the hiring process. For additional support consider completing the University’s Search Training.   

Following the interview process, supervisors should evaluate candidates and select the individual whose skills, availability, and interests best match the needs of the department. 

During the selection stage supervisors should 

• Ensure the student understands the job expectations and schedule. 

• For Federal Work-Study positions, confirm the student is eligible for the current academic year and verify the Federal Work-Study award amount.  

• Follow HR best practices around documenting applicant review to support fair hiring decisions and ensure transparency if concerns arise. 

• Notify the selected and unselected candidates of the hiring decision. 

Once a candidate has been selected, the supervisor will extend a formal job offer, which includes pay rate, expected number of hours, and anticipated start date. This can be done over email or by phone. An example of a student wage welcome letter can be found here: Hiring Resources – Human Resources 

Once a student has accepted the position, direct them to complete required hiring documentation listed in the student wage welcome letter.  

For Federal Work-Study, the student needs to complete the Federal Student Employment Authorization and Responsibilities (SEAR) Dynamic Form found on the George Mason Federal Work-Study website.  

For international students, additional steps may be required, such as obtaining a Social Security Number and/or an appointment with the Geroge Mason International Tax Office prior to starting their employment. Please note that international students cannot begin employment until they have obtained their Social Security Number. Additional information can be found in the On Campus Employer Guide. 

For information on hiring international students, visit University Career Services’ On Campus Employer Guide.  

Set student employees up for success with thorough and thoughtful onboarding and ongoing training. For some students, this may be their first job or first job in the United States. It is essential to review basic expectations of the position and individual office culture. Topics to include: 

• Tour of your physical space 

• Supervisors and best contacts for questions 

• Dress code and definitions of professional behavior 

• Preferred communication methods for every day and in case of emergencies 

• Appropriate use of university and personal technology 

• Relevant campus resources and trainings 

• Payroll setup, timekeeping procedures and submission deadlines 

For more information visit Supervise a Student page. 

Additional George Mason Resources to support you in supervising your student employees: 

• Attend a Supervising Student Employees for Success Training designed to equip supervisors with the tools, knowledge, and strategies necessary to enhance the student employment experience. 

• Visit the Supervise a Student page for resources and FAQ’s. 

• Join events hosted by the Supervision Collective to share experiences and solutions for navigating challenges supervising students: Supervision Collective Committee – University Life Professional Staff Development 

• For best practices on how to support students’ career readiness, attend a Career Influencers Network Training hosted by University Career Services.