Module 2: Types of WIL in Canada
Module 2
10. Work Experience
What is Work Experience?
Work Experience is a flexible, non-traditional work-integrated learning (WIL) model designed to meet the needs of organizations and post-secondary institutions (PSIs) that do not have access to formal Co-op or Internship programs. It creates opportunities for customized experiential learning where students work full-time on organizational tasks, projects, or problem-solving activities.
This model is typically less prescriptive, can vary in structure, and offers both the employer and student the chance to co-design the learning experience based on needs and capacity.
Examples include:
- Hiring a student to manage a digital content archive over the summer
- Engaging multiple students to support a marketing campaign or business expansion
- Supporting new service design in a nonprofit with limited full-time staff
Key Features
- Full-time or part-time, often short-term and project-based
- Paid through wages, stipends, or honoraria or completed for academic credit
- Highly customizable structure, roles, and timelines
- Available across a wide range of disciplines and institutions
- Supervision required but can be informal and flexible
- Often attracts students seeking opportunities outside of traditional co-op programs
Why Choose Work Experience?
Work experience is ideal for employers seeking a practical, low-barrier entry into WIL partnerships. According to CEWIL Canada, this model can help:
- Fill short-term staffing needs
- Leverage student support during busy periods or for new projects
- Increase organizational capacity for specific initiatives
- Develop a future talent pipeline with fewer formal requirements
- Create mutually beneficial roles that support student and business development
It is especially effective for small to mid-sized organizations, community-based partners, or employers with limited time for structured supervision.
Project Lifecycle
Despite its flexible nature, Work Experience still benefits from following a structured lifecycle:
- Onboarding: Define your business goals and the skills you are seeking. Identify the required placement length and available budget. Collaborate with a PSI to post the role or recruit directly. Mentorship and supervision plans should be clear, even if they are informal.
- Midpoint Check-In: Conduct informal feedback conversations or evaluations. Many institutions recommend midpoint reflections, but these are not always mandatory. Check whether the student’s goals and your business objectives still align, and adjust them if needed.
- Final Assessment: While formal reports may not be required, it is helpful to conduct a wrap-up discussion or exit interview with the student. Review achievements, provide professional references, and consider future recruitment opportunities.
- Offboarding: Review the success of the work experience in achieving your goals. Could the student role or structure be adapted for a future opportunity? Gather informal feedback from your team and consider expanding your involvement in WIL.
Real-World Examples
At Brock University, students from the Interactive Arts & Sciences program joined the Canada Summer Games digital media team to create a short animation series. The project used a flexible structure that allowed different students to contribute at various points. This format supported both the Games’ creative timeline and the students’ learning goals, demonstrating the power of a multi-student, project-based Work Experience model.
Another example from UBC’s Work Learn program involved a lab-based student who supported ongoing experiments. The student completed onboarding with a project handover report, trained alongside peers, and met weekly with their supervisor to review progress, clarify goals, and refine tasks.