We’ve made it, friends! Six posts later, here we are. As promised, below is a summary of posts, along with some resources to help you down the road.
- Organizational goals for hosting interns?
- Departmental goals for hosting interns?
- Intern duties and learning objectives?
- Required Intern qualifications?
- Mentors/supervisors in each department hosting interns, and their goals?
- Where will the intern(s) work?
- When will the intern(s) work?
- How are we compensating the interns?
- Job description
- Where to post
- What else can be done
- Prepare the Team
- Prepare the Space
- Help them get connected
- Let them know measures for success
- Ask for their feedback throughout the program
- Hold an exit interview
- Stay in touch with former interns
It is my sincere hope that this collection of posts has been helpful for you and your organization. But you definitely won’t want to stop here! Below are suggested resources I’ve shared:
- US Department of Labor’s Fact Sheet #71: Internship Programs Under The Fair Labor Standards Act – self-explanatory. Every employer hosting interns needs to read it, and those who are thinking about unpaid positions need to memorize it and recite it back 50 times. Okay, maybe not 50, but at least until you get the idea!
- NACE – the National Association of Colleges & Employers, the big daddy when it comes to guidelines, policies, and procedures. A wealth of information. Don’t miss their Postion Statement on US Internships, or their 15 Best Practices for Internship Programs.
- MPACE – the Mountain Pacific Association of Colleges & Employers, a regional arm of NACE with mostly West Coast & Rocky Mountain members. There are multiple chapters of NACE, MPACE happens to be where I belong.
- Intern Bridge – self-described as “the nation’s premier recruiting consulting and research firm.” I haven’t had as much exposure to InternBridge as the other organizations above, but the information & research I have seen from them has been helpful. They have eye-opening data on paid vs. unpaid internships and how the differences affect both employers and students.
- Your local Career Center – Many universities have someone in a position like mine, handling employer relations. You may also see someone in an “internship coordinator” role. These people are a wealth of knowledge and can often share specifics about your region, your industry, and even the major or student population on their particular campus. Don’t be shy!
- Small Business Trend’s “How to Make the Most of an Intern”, which has been my favorite article on this topic so far.
I’ll continue to keep you updated as I come across new resources. In the meantime, happy planning and keep in touch if I can be of further help!