How do you design an effective internship program for graduates?

It starts with 1. Defining objective - Clearly outline program goals and align them with company needs. 2. Have a detailed job description. 3. Structured onboarding with mentors 4. Assign them with meaningful projects that contribute to company's objectives. 5. Establish a feedback system with formal evaluation. 6. Organize events to foster a sense of community among interns and employees and 7. Regularly assess for their continuous improvement.

Its very important to know " WHY YOU NEED INERNS". Be sure about for whom you hiring and for how long and what will be the Intern career progression. Eg: 1. Are you hiring Interns for 3-6 months? 2. Is this program is Intern-to-Hire? 3. Do you have a well documented program which define the objective after every phase.

Start by identifying the specific skills and experiences you want interns to gain during their time with your organization. Consider what projects or tasks they will be working on, and how these will contribute to their professional development. You should also set clear expectations and goals for interns, so they understand what is expected of them and how their work will be evaluated. Finally, consider how your internship program fits into your broader talent strategy, and how it can help you identify and recruit top talent for your organization. By setting clear objectives and goals for your internship program, you can create a valuable experience for both your organization and your interns.

Make sure their projects are aligned with company’s marketing, advertising, sales, global and financial goals. Additionally, make sure the intern leaves your organization with relevant marketable skills because your internship program is also “yelpable!” ??

It’s important to define objectives and identify projects and opportunities they can tap into. As people often get on internships where they don’t have access to any projects and do busy work. So work with the different managers across the business so you can ensure you have opportunities available for the potential candidates.

Internships are a brilliant way to find untapped talent whilst creating opportunities for young people that otherwise may not have access to your industry. So look beyond their 'relevant work experience' and assess for strengths, skills and character traits to identify high performers that may have been overlooked by other organisations. You never know, they may become your leaders of tomorrow!

Consider partnering with universities or industry associations to attract top talent, and leverage social media and other digital channels to promote your internship program. You should also consider the diversity of your intern cohort, and seek to recruit from a range of backgrounds and experiences. Make sure to communicate the benefits of your internship program, such as networking opportunities, professional development, and the potential for full-time employment.

Think back to when you were starting out. What were you trying to learn, develop, gauge from your internship? Chances are the interns you're looking to hire are interested in the same things. It's important to foster those motivations and challenge your interns to reach beyond the stand and mediocre or basic job duties. For many, fostering those untapped skills and potential will allow someone to breakthrough to something never approached before.

I find it beneficial ensuring there is a good amount of pre-identified, quality work available/assigned while also leaving room for spontaneous interactions and opportunities with senior leaders (like being invited to join a consulting call or client interaction).

Building a culture around interns and program alumni is key. Companies that hire their interns post graduation have an exciting opportunity to sustain the community and its identity. Invite the alumni to invest in their program by providing feedback on the program itself, mentoring upcoming interns, be a part of the interview/onboarding process, host networking events, etc. It's exciting to have engagement and culture led by employees who were once interns.

You can start by promoting the values and culture of your organization in your internship program. This will help you attract students who align with your company's ethos and will likely fit in well with your team. You can also celebrate the achievements of your interns and provide regular feedback on their work. This will help them feel valued and motivated to contribute to your organization.

One thing I found useful is to have regular feedback throughout the internship to give interns a chance to grow from your feedback.

I would also like to emphasize the importance of providing mentorship and support to interns during their time at the company. Mentorship can help interns navigate the challenges of the workplace, provide guidance on professional development, and foster a sense of community and belonging within the organization. It is also important to create a supportive and inclusive environment that encourages interns to ask questions, seek feedback, and express their ideas. In addition, providing opportunities for interns to network with other employees and learn about different aspects of the company can also enhance their experience and contribute to their overall learning and growth.