What is a co-op student?

A co-op student is enrolled in a co-operative education program where academic learning and paid work experience alternate throughout their studies. During each co-op work term, the student works for a co-op employer in a role that aligns with their academic program.

Co-op programs vary by school, but they share the same structure:

• Students complete a term in class.
• They complete a co-op work term.
• They repeat this process until graduation.

A co-op opportunity gives the student practical experience, while employers gain support for projects, address staffing gaps and manage increased workloads. Internships and co-op roles sometimes overlap, but there’s one key difference: Co-op work terms are almost always paid and full-time, while internships can be paid or unpaid, full-time or part-time.

Why hire a co-op student?

Hiring co-op students can benefit small businesses, mid-sized organizations and large employers. Co-op students contribute to operations while building their skills in real work environments.

Here are some other reasons to consider:

Support for short-term projects

A co-op student can help you complete projects with a defined timeline, especially during busy seasons. Whether you need help in IT, marketing, engineering or business operations, a co-op role can be a cost-effective way to boost productivity.

Access to future talent

Hiring co-op students may give you the chance to evaluate potential long-term hires. You can observe how the co-op student performs, then extend job offers after they graduate.

Cost-effective staffing

A co-op student hire often comes with lower labour costs compared to full-time employees. Co-op students also bring current academic knowledge, new ideas and strong motivation to contribute.

Stronger relationships with schools

Working with co-op offices or career departments helps your organization build connections with local schools. These relationships usually encourage employers to access talent pipelines and support community growth.

Access to tax credits and funding

Hiring co-op students can unlock funding opportunities and tax credits, depending on your province or territory. These incentives may help reduce the costs of hiring students.

Funding opportunities for hiring a co-op student

Co-op employers across Canada can access federal and provincial incentives. These programs help offset wages for co-op students and interns:

Provincial incentives

Many provinces offer funding and tax credits to encourage employers to hire co-op students. These provincial incentives can help reduce labour costs and make co-op hiring more accessible for organizations of all sizes. Here are two examples:

Ontario – Co-operative Education Tax Credit (CETC)

• Claim 25% to 30% of salaries and wages
• Eligible for each co-op work term

British Columbia – Tech-Co-op Grants Program (TCGP)

• Up to $20,000 annually
• Available to companies with fewer than 5,000 employees
• Supports hiring in tech-related disciplines

Federal incentives

Each of the following federal programs has specific rules on eligible expenditures, so review their guidelines before submitting a claim:

• Gearing Up: Up to $7,000 for mining-related co-op work terms.
• Career Ready Program: Up to $7,000 for hiring students in eligible fields.
• Venture for Canada Internship Program: Up to 75% wage subsidy.
• WIL Digital: Up to $7,000 for underrepresented students.
• ECO Canada Internship: Up to $7,500 for environmental fields.
• Mitacs Accelerate: Up to $15,000 for research and development roles.

Please note that, at the time of this article’s writing, the companies, institutions or organizations mentioned in this article may or may not be affiliated with Indeed, and their mention in this article does not imply a business relationship with Indeed.

How to hire a co-op student

Hiring co-op students follows a structured process in most schools. Here’s how to hire a co-op student from start to finish:

Connect with a co-op office

Start by contacting the co-op office at the school you want to work with. The co-op office will explain:

• how to hire a co-op student
• co-operative education program cycles
• deadlines for job posting forms
• academic disciplines available
• types of co-op roles students can take
• rules that allow only those students registered in the co-op program to apply

You can also verify requirements for employer accounts, eligibility criteria and hiring timelines.

Create a job posting for a co-op opportunity

A strong job posting can help you attract eligible students. Consider including:

• job title
• job description
• skills required
• start date and work term length
• pay rate
• supervisor name
• training details
• short-term projects the student will support

Co-op offices often have a job posting form or portal where employers submit opportunities. Use clear, student-friendly language so the co-op program can match you with suitable candidates.

Collect applications and review candidates

After your co-op opportunity goes live, the co-op office will collect applications. Employers then:

• Review applications.
• Identify students who meet the skills required.
• Assess alignment with the academic program.
• Shortlist eligible students.

Some co-op programs allow you to access applications directly through an employer account. Others screen candidates before sending them to you.

Schedule interviews

Once you select potential co-op students, you can schedule interviews. Co-op hiring timelines are strict, so it’s best to respond quickly. During interviews, you can ask about:

• training they’ve completed
• specific academic disciplines
• interest in your co-op position
• ability to support your projects
• previous employment or student experience

The goal is to determine whether the co-op student hire can contribute to your organization while meeting the learning outcomes of their co-operative education program.

Make job offers through the co-op office

Some co-op programs require employers to submit job offers directly to the co-op office, while others allow you to send offers to students yourself. Job offers typically include:

• start date
• wages
• job duties
• co-op work term length
• supervisor information
• training or onboarding plan

If a student declines, the co-op office can usually help you interview additional candidates.

Onboard and train your co-op student

Once the student accepts the co-op role, you can:

• Provide orientation.
• Assign short-term projects.
• Explain workplace expectations.
• Document clear learning outcomes.
• Offer ongoing feedback.

Training is important because co-op students rely on their co-op work term to complete academic requirements.

Support the student throughout the co-op work term

During the co-op work term, consider giving students opportunities to:

• Build job-ready skills.
• Gain exposure to real projects.
• Collaborate with your team.
• Participate in meetings.
• Contribute to the department.

Most co-op employers complete a formal student evaluation halfway through and again at the end of the work placement.

Tips for hiring co-op students

You can use the following strategies to strengthen your co-op hiring process:

• Write a clear job description.
• Outline specific skills required.
• Communicate regularly with the co-op office.
• Provide tasks that align with the academic program.
• Set measurable goals.
• Give students access to tools and training.
• Provide mentorship.
• Review feedback from previous co-op students.
• Offer flexibility during high-stress academic seasons.

Hiring co-op students can give your organization access to emerging talent, cost-effective staffing options and valuable support for short-term projects. When you follow the co-op hiring process, build relationships with co-op offices and create meaningful co-op opportunities, you may help students build career experience while strengthening your workforce.