Lana Oconnell
Setting up an internship program with college students can be a great way to bring new talent into your company and provide students with valuable experience in their chosen field. When creating an internship program, there are several key considerations to keep in mind. Firstly, determine the scope of the internship and the amount of work you can offer. Consider the time of year and the availability of students, especially if you require someone onsite at the same time every day. Develop relationships with universities and their career centers to attract students to your program, and think about what qualities you want interns to showcase in their applications. Once interns are hired, ensure they have the necessary tools and mentorship to succeed, and provide opportunities for them to connect with professionals in their field. Finally, consider paying your interns to attract a more diverse pool of candidates and ensure they are given real work to contribute to your company.
| Characteristics | Values |
|---|---|
| Time of year | Summer internships are common, but internships during the academic year can also be offered, requiring understanding of student availability around class schedules. |
| Workload | Consider how much work you can give an intern. If you have too much work, hire multiple interns. If you don't have enough work, consider a Micro-Internship (10-40 hours). |
| Scope | Determine the scope of the internship, whether it will focus on one extended project or involve helping out in multiple areas of the business. |
| Recruitment | Develop relationships with universities' career centres and counsellors. Attend career fairs, and consider covering relocation or temporary housing costs. |
| Application process | Consider what application materials you require (e.g., cover letter, resume, personal essay, work samples, letters of recommendation). |
| Interview process | Brainstorm interview questions and decide who will be involved in the process. Interviews often occur online or by phone. |
| Intern management | Prepare a workspace for interns and assign them a mentor within the organisation. Consider having an internship coordinator meet with interns weekly. |
| Payment | Paying interns increases the size and diversity of your candidate pool. Unpaid internships may face legal constraints. |
| Handbook | Provide interns with a handbook or dedicated website that answers FAQs and communicates rules in a welcoming manner. |
| College recruiting teams | Involve college recruiting teams in your intern program. They can help with social and professional development events and orient interns to your company culture. |
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What You'll Learn
Intern recruitment
Understand the Market
Firstly, recognise that internships are valuable opportunities for students to gain real-world experience and build connections in their field. Many students seek internships that align with their interests and provide meaningful contributions. Understand that students may prioritise financial compensation or experiential learning, so consider whether you can offer paid internships. Paid internships can attract a more diverse pool of candidates as they are more inclusive and allow students who need to earn during the summer to apply.
Utilise Career Fairs and University Connections
Most universities host career fairs, attracting students seeking internships. Participating in these events can help you reach a wider audience of interested students. Developing relationships with university career centres, counsellors, and recruiting teams can also expose your company to more students. These connections can help integrate interns into your company culture and facilitate their orientation.
Online Platforms
Online platforms like Handshake, Indeed, and LinkedIn can be great tools for connecting with college students. Students use these sites to create profiles, upload resumes, and search for internships. You can use these platforms to advertise your opportunities and reach a broader audience.
Creative Applications
Recognise that many college students have limited work experience. Consider thinking outside the box when it comes to applications. Instead of solely relying on resumes and cover letters, you could request personal essays, examples of their work, or letters of recommendation. This approach can help you identify talented individuals who may not have extensive work histories.
Interviews and Onboarding
When interviewing interns, remember that it may be their first professional work environment. Consider conducting interviews online or by phone to accommodate their schedules. Once you've hired interns, ensure you prepare a suitable work environment for them, including the necessary tools and resources. Assign each intern a mentor within your organisation to help them build a personal connection and receive feedback and guidance.
By following these strategies, you can effectively recruit interns and create a positive and engaging experience for college students.
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Planning the internship
Planning an internship program for college students requires careful consideration of several factors. Firstly, determine the scope of the internship. Decide whether the intern will focus on one extended project or contribute to various areas of your business. While it's beneficial to expose interns to different departments, ensure they have sufficient depth to make meaningful contributions.
Next, consider the time of year for your internship program. Summer internships are popular, but they come with housing considerations for out-of-town students. Offering to cover relocation or temporary housing costs can make your positions more accessible and attractive to students. Alternatively, internships during the academic year require understanding the interns' availability around their class schedules.
Decide on the workload you can offer and whether you need to hire multiple interns or consider a micro-internship, which typically ranges from 10 to 40 hours of work. Determine whether your interns will be paid or unpaid. Paid internships support an inclusive candidate pool, as many students cannot afford to work unpaid over the summer. If your interns are unpaid, there may be legal constraints on the type of work they can do.
Develop relationships with universities' career centres and counsellors to promote your internship opportunities. Most universities host career fairs, attracting students seeking internships. You can also utilise online platforms like Handshake, Indeed, and LinkedIn to connect with potential interns and showcase your opportunities.
Finally, prepare the work environment for your interns. Ensure you have the necessary workspace and tools ready for their arrival. Assign a mentor or coordinator for the interns to meet with regularly, providing them with a personal connection within the company and facilitating their learning and feedback process.
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Hiring interns
Recruitment
Most universities host career fairs throughout the year, attracting students looking for internships. Developing relationships with universities' career centres and counsellors can expose more students to your company. You can also use online platforms such as Handshake, Indeed, and LinkedIn to connect with college students seeking internships. Consider what type of intern you want to attract and how they can showcase their qualities through the application process. While a cover letter and resume are standard, you can also ask for personal essays, examples of work, or letters of recommendation.
Timing
The time of year can impact your internship program. Summer internships are popular, but there is heavy competition, and you should make hiring decisions up to six weeks in advance. Consider offering internships throughout the year, as fewer students will be applying, and you can work around class schedules.
Workload
Consider how much work you can give an intern. If you have too much work, hire multiple interns. If you don't have enough projects, consider a Micro-Internship, which typically ranges from 10 to 40 hours of work and provides flexibility. An internship can range from one extended project to helping out in multiple areas of your business, but interns need to have enough depth to make meaningful contributions.
Payment
Paid internships support an inclusive candidate pool as many students cannot afford to work unpaid over the summer. Paid interns can also be given real work, allowing you to assess their performance and make informed decisions about offering full-time roles.
Onboarding
Prepare an environment for your interns with a designated workspace and the tools they need to work with your team. Provide a handbook or website with FAQs and rules in a warm and welcoming tone. Assign each intern a mentor within the company to give them a personal relationship and someone to learn from and get feedback from.
Development
Have your internship coordinator meet with the interns once a week to build rapport, see what they're learning, and address any issues. Bring in different employees to share their experiences and answer questions. Encourage interns to network and speak with accomplished professionals in their field.
Retention
Many leaders view internships as exceptionally long job interviews. If an intern excels and is well-respected, consider offering them a full-time role when one becomes available. Even if an intern is not a good fit, keep in touch, as they could become clients or vendors for your business in the future.
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Onboarding interns
Prepare the Work Environment:
Before the interns arrive, ensure that their work environment is ready. This includes setting up their workstations, providing them with the necessary hardware and software, and ensuring they have the tools needed to communicate with their team.
Develop a Structured Onboarding Program:
Create a detailed plan for the interns' entire journey, mapping out the skills and tasks they will learn and accomplish. This plan should be ready before Day 1, with clear week-by-week or month-to-month goals.
Provide an Engaging Introduction:
On their first day, ensure interns meet everyone on the team and learn their names. Encourage a culture of one-on-one coffee or lunch meetings with team members. This helps interns build personal relationships and feel more comfortable.
Offer Role-Specific Trainings:
Train interns on the specific tasks they will undertake and the tools they will use. Provide manuals, instructions, and access to your IT department for support. This ensures interns can make meaningful contributions during their internship.
Assign Mentors or Buddies:
Assign each intern a mentor or buddy within the organization. This could be a more experienced employee who can guide them, answer questions, and provide feedback. Mentors can help interns navigate the company culture and gain valuable insights.
Conduct Regular Check-Ins:
Arrange brief weekly one-on-ones with the interns to discuss their progress, challenges, and feedback. This provides an opportunity to address any issues promptly and ensure interns feel supported throughout their journey.
By following these steps and creating a structured, engaging, and supportive onboarding process, you can set your interns up for success and help them make the most of their internship experience.
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Paying interns
Another aspect to consider is the impact of paying interns on the company's reputation and talent attraction. Paying interns can significantly enhance the company's reputation as a fair and equitable employer. It demonstrates a commitment to valuing employees' work and can attract top talent. Studies show that paid internships attract more applicants and result in higher-quality candidates. Additionally, paid interns are more likely to be satisfied with their positions and produce better work. Furthermore, paying interns promotes inclusivity and diversity by enabling individuals from underprivileged backgrounds, who might not otherwise afford an unpaid internship, to gain valuable work experience.
When deciding to pay interns, it is essential to determine the appropriate compensation rate. While federal law mandates a minimum wage for employees, the rate of pay for interns can vary. Some sources suggest paying interns at least the equivalent of the highest minimum wage in the country to ensure compliance regardless of location. Additionally, it is worth considering reimbursing interns for expenses, such as food or travel costs, to ensure they are not incurring financial burdens while gaining valuable work experience.
Finally, it is worth noting that paying interns can have long-term benefits for the company. Interns who receive compensation are more likely to excel in their roles and be offered full-time positions upon completion of the internship. This provides an excellent opportunity for companies to identify and recruit talented individuals who are already familiar with the company's culture and operations. Therefore, paying interns should not be viewed merely as an expense but rather as a strategic investment in the company's future workforce.
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Frequently asked questions
Intern programs are a low-risk and affordable way to get extra help with fundamental tasks in your organisation. They can also be a great strategy for recruiting new college graduates.
Most universities host career fairs throughout the year, attracting students looking for internships. Developing relationships with universities' career centres and counsellors can expose more students to your company. You can also use platforms like Handshake, LinkedIn, and Indeed.
Internship programs should include meaningful work that gives interns real-world experience and helps them develop skills. You can also include social and professional development events to help orient interns with your company culture.
It's important to have a dedicated manager for your intern program to ensure it runs smoothly. You should also consider having an internship coordinator who meets with interns regularly to build rapport and address any issues.
Paying interns increases the size and diversity of your potential intern pool. It also allows you to give interns real work and assess their performance to make informed hiring decisions.
