Get new jobs for this search by email

Internship Program

What's an internship

Internships are an opportunity for students and new graduates to gain work experience in a professional setting. Interns work under the supervision of a mentor and are paid except in very specific situations. The placements take place for a set period of time with an understanding by the employer and intern that there's no guarantee of employment at the end of the program.

Should internships be paid

According to the Fair Labor Standards Act, you can only bring on unpaid interns in certain situations. The internship has to be mainly educational and benefit the intern more than the company.

Besides meeting legal requirements, you're more likely to attract qualified and motivated candidates by compensating your interns.

How internships can benefit a business

A great internship program takes a big commitment of time and resources to do well. Still, this investment can benefit companies of all sizes. Here are some benefits to having an internship program.

Pave the way for potential new employees The internship period is an excellent opportunity to see if there's a good fit between the intern's skills and abilities and your company's needs. The intern learns how the business operates, and you can get a sense of their potential without committing to a job. If you decide to offer a position, they should transition more easily into a permanent role.

Boost productivity Task interns with a project you haven't had time to get off the ground or help an employee who's dealing with a heavy workload. Be realistic with the amount and difficulty of the work you delegate, however. Start with simple tasks and add other responsibilities as the intern learns.

Benefit from fresh approaches While internships are about giving new talent a chance to learn, you might also get some ideas on improving internal processes. Sometimes external points of view can spot opportunities you haven't considered or have time to think about.

Give current employees a chance to be mentors

Internship programs can also benefit employees who are ready to step up their responsibilities. As mentors, they can apply their leadership and management skills and learn how to delegate, assess performance and offer guidance and feedback.

Benefits for the intern

Interns are often eager to bridge the gap between classroom knowledge and professional experience to show prospective employers what they can do. An internship allows them to: Add experience to a resume Gain insight into an industry or discipline Apply skills to real-life situations Build additional relevant skills Develop a network of contacts Confirm the career is a good fit Identify further areas of interest Potentially land a full-time job The internship program

Determine the scope of the program Get a sense of how an internship program could fit into the business structure by considering your needs, resources and budget. Some questions to consider are:

How many interns can you accommodate and how often? Where will they work and who will supervise them? What kind of work is available? How much will they be compensated? Do you have a preference for new graduates or students still in school? How long will the internships last? Human Resources oversee internships

Human Resources will be responsible for implementing the internship program. HR will coordinate the program and act as the main contact for interns and inquiries. However, HR may need additional support for supervising, training and mentoring.

HR will oversee all aspects of the program: recruiting, interviewing, hiring, onboarding, supervising and evaluating performance.

Internship considerations: Goals and opportunities for learning Qualities of an ideal candidate Responsibilities of the intern and mentor/supervisor Probation periods How to track the intern's progress How often to schedule meetings with the intern to provide feedback Questions for the exit interview Assign duties to the intern While interns may need to pitch in on basic duties, be sure to provide lots of opportunities to take on challenging and rewarding work.

The goal of an internship is to help develop marketable skills that can be added to the intern's resume. It's also hard to decipher whether an intern may make a good long-term employee unless they have a chance to step up and do the work that's needed.

Create an internship job description Write a job description that clearly indicates the scope of the role. Outline the responsibilities of the intern. Customize the job descriptions to reflect various duties if the intern will be placed in different departments. Include in the job posting the qualities and skills that are required.

Conduct interviews and select candidates Even though interns are only with your company on a temporary basis, be as selective as you would be when hiring an employee. The more capable an intern is, the more your company benefits.

Once you've shortlisted candidates, schedule interviews. Ask questions that help you assess interpersonal skills, enthusiasm and interest in the field. Look for motivated interns that can take the initiative.

Arrange onboarding and orientation The first few days of the internship should be dedicated to getting the intern oriented to the business operations. The intern will go through orientation and will...

Complete paperwork with HR Going over company policies and procedures Introduce the mentor and other staff Set up email, accounts and passwords Learn about the organization, products and services Review duties and job responsibilities Tour the office and facilities Train on software and programs Provide opportunities to learn

Give interns plenty of chances to learn. Not only does it benefit them personally, but it can help groom them for a full-time position. They're also more likely to accept a job offer if you create a supportive environment that facilitates growth.

Some of the learning opportunities to consider include:

Rotating through departments to get the big picture Shadowing senior executives for a day Sitting in on meetings Participating in training programs, workshops and conferences alongside staff Spending time with managers to ask questions Taking on small projects independently Meet with your intern regularly

Make sure your intern has a scheduled time to sit down regularly with a supervisor or mentor. They should provide a report on what they're working on and their accomplishments so you can determine if they're meeting their goals. It's also a good opportunity to assess workload and provide constructive feedback.

Some interns may not feel comfortable making requests and bringing up problems. A regular meeting gives you a chance to answer questions and get a sense of difficulties they're encountering.

Conduct an exit interview Before the internship comes to an official end, ask the intern about their experiences so you know how the program worked. Be open to constructive criticism so that you can improve the internships in the future.

Were they given an opportunity to learn? Which responsibilities and projects were most helpful? Did they feel challenged? Were staff willing to help them? What are they taking away from the program? How would they improve the program? You can also offer feedback about their strengths and weaknesses, developing additional skills, and tackling the next stage of their career.

Internship Process:

Request an intern with Human Resources Create a job description Interview internship candidates Present offer letter to intern, which includes rate of rate, duration of internship, and report to HR will onboard intern Supervisor must meet with the intern weekly to get updates and provide feedback Conduct an exit interview with intern at the conclusion of the internship