Starting a Successful Intern Program

I recently spoke on how interns can be a great way to supercharge your talent acquisition program.  I received several questions since this post on how to begin an internship program, so here goes.

Here are some suggestions, on how to setup a basic internship program, in a outline format...

Determine the Parameters for Your Internship program

• Usually 20 to 40 hours per week for a minimum of one semester
• Close supervision can be expected
• Will it be Paid or unpaid (university rules may apply)
• Usually for school credit and/or professional development

Internally Understand and Sell the Benefits of hosting students
(eg. Don't assume that management "gets it")

• Fresh perspective
• Energetic attitude
• Professional development – students and organization
• Screen potential employees
• Attract employees to the field
• Cost-effective

Be Realistic about the Challenges of hosting students

• Balancing the needs of your organization, the students, and the university
• Gaining internal buy-in
• Accommodating busy student schedules
• Making the most of limited student hours
• Navigating the bureaucracy of the university system

Establish the "Building Blocks" to create an effective program

• Set realistic goals
• Develop a plan
• Recruit students
• Host students
• Ongoing maintenance

OK, these building blocks need some additional clarification (grin).  Thought you'd never ask...

To Set Realistic Internship Program Goals you need to define...

• Project identification (what you hope to accomplish and why)
• Benefits statement for your organization
• A perspective on student limits (capabilities and time)
• A realistic timeframe for establishing program
• student learning opportunities (from their point of view)

Develop a plan to launch and run the program

• Who's going to be the On-site supervisor of the program
  • do not assume it will run by itself
• Identify what is going to be done
  • and who is going to be assigned to do it
• Define commitment
  • and make sure those assigned are measured on making it happen
• Assign tasks
  • and target completion / milestone dates

• Define learner tasks (what do you want the intern to do / learn)
• Maintain a good balance organization, university, and student needs

Deal with the Tactical realities of starting and running an internship program

• Work space
• Parking
• Coats and backpacks
• Making them feel they are a part of the organization

Provide feedback

• Feedback is a two-way street
• What will be discussed?
• How will it be discussed (in-person, e-mail, etc.)
• How often, and for how long each week?

Develop a the “foundations” to support the plan and communicate expectations to universities

• Paid vs. unpaid
• Student grade level (graduate, upper or lower classman)
• Academic backgrounds/majors
• Specific colleges and universities

Recruit students - getting the word out

• Start early – at least three months in advance
• Academic personnel
• Internship postings – print and internet
• Networking
• Other forms of marketing

Prepare to host students

• First day training/orientation
• Emergency contact information
• Risk-management forms
• Other legal forms / training (eg. OSHA)
• On-site point(s) of supervision

Establish and maintain open lines of communication

Ongoing maintenance - You need to communicate goals of the program with:

• Staff and management
• Students
• University

And don’t forget to evaluate progress of you are making, and the perception of students to keep you on track….

In my personal experience, if you do these things, you can have a successful and mutually beneficial program that helps all stakeholders.  But the success of the planning and execution is up to you.

Hope this helps.