Creating a Robust Internship Program

“What are you going to do after you graduate?”

As a student, I bet you can remember how many times you were asked that question. For some students, they have a clear picture of their dream job and are determined to make that dream a reality. Others are hoping for a sign, any sign, to help them know where to start. Internships play a critical role in both scenarios to help students build a foundation for their career.

A well-designed internship program allows students to get a sense of what the workplace is like, build upon their skillset, and most importantly, learn if what they thought they would like for a career is what they expected. From an organizational perspective, there are many benefits from having an internship program; you gain mentorship opportunities for your seasoned employees, the fresh perspective of a student, and the chance to create partnerships with universities, to name a few. If you are interested in creating an internship program that provides win-win opportunities for everyone involved, I encourage you to consider the following ideas for building that program.

Establish a clear understanding of why you are building an internship program

• What is driving the development of the internship program at your company?
• What is the scope of work the interns will be covering?
• What resources do you need for the intern to be successful in completing that scope of work?
• Is this scope of work appropriate for the student’s skill level?

Taking the time to answer these types of questions will help you know when you have found the best candidate for your program and build in key elements that will help the intern you place be successful.

Create a flexible outline of what the student will work on during their time at the company

Typically, internships last a few months. Starting an intern off with 1-3 projects that can be completed during their expected tenure will help them not only feel a sense of accomplishment, but also help them learn how to build momentum for a project, manage their time, and ensure they are organized enough to meet the end goal.

It may also be advantageous to leave wiggle room in your scope of work so interns can get a sense what it is like to jump in to help when priorities shift. Providing a chance to work on less defined, more ambiguous projects (which tends to be more common in the workplace than a clearly defined project) can help them learn to ask great questions and gives them a chance learn more about how your business works. Think of this as a step between a student having a syllabus to help them get their arms around what they’ll be doing for the next few months, and the day-to-day experience of an employee in the average workplace.

Help them learn productive ways to navigate the workplace

Pairing your intern with a mentor is critical to their success.

Interns that have a go-to person as they learn to navigate a workplace helps with their productivity and effectiveness. I have found that interns truly appreciate advice and guidance around effective ways to ask for feedback on their work performance, how important it is to ask questions (and that it is not a sign of incompetence), how to navigate working with people, and other similar topics.

If your budget and business needs permit it, building a cohort of interns is another approach that helps build an internal support system for the interns at your company. Fostering opportunities for them to work together and learn from each other. Longer term, that cohort of interns can turn into a great network that can be utilized throughout one’s career.

Ask for feedback

I consider asking for feedback from your employees a critical practice for leaders, no matter what industry, position, or level. Gathering feedback from your interns about their experience can provide valuable insights into the effectiveness of your program.

• What did they learn?
• In what areas could the company improve?
• What do they wish they would have been able to be a part of?

Ending an internship with an exit interview will help you answer those questions and help you level up your program the following year. Don’t forget to follow-up with your full-time employees involved in the program as well.

• Did they have the tools they needed to be an effective mentor?
• Did they have the time necessary to spend with the intern to help them?
• Was the intern you hired competent enough to complete the work objectives expected?

This will provide more food for thought as you develop your employees and your internship program year over year, ensuring it is creating a true win-win situation for all involved.

Your internship may just be the reason they eventually land their dream job

Interns, just like your employees, will share their experience working with your company other students, professors, and even future colleagues. Your internship may just be the reason they eventually land their dream job. Investing time to create a meaningful experience for every intern that joins your team will create value for years to come.

Written By: Randie Douse, VP Employee Success at Treasury4