How to Build a Strong Internship Program

Investing in an intern program is a useful tool for any company. Hiring interns is a cost-effective way to gain new talent while supporting full-time employees. Interns will balance out workloads as they work closely with their colleagues, often taking on extra or lower-level tasks. Since most interns are still studying, interns may have fresh ideas or unique perspectives to contribute to their teams. Interns also make up potential candidates for future job openings. This can create an effective talent pipeline that benefits both interns and their companies.

Overall, an internship program is a positive investment. Companies provide interns with experience while interns provide companies with additional support over a designated period of time. In order for an internship program to have a long-term impact, interns need to be set up for success. A professional and supportive environment will ensure that interns have positive experiences and continue positive relationships with their colleagues, managers, and company after the internship is over. The following are three essential tips that any internship program can include.

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Pay Interns

While it is common for many industries to offer unpaid internships, this limits the candidate pool. Refusing to offer a stipend or hourly rate disqualifies highly qualified candidates before they can even apply. Many students need to work at least part-time in order to afford their education and living costs. A student who is a perfect match for an unpaid internship–but needs to prioritize their income–will have to pass on an unpaid internship. Put plainly, some students are simply unable to afford an unpaid position.

These students who already struggle with finances will continue to be disadvantaged when, after graduating, they have less relevant work experience than their peers who could afford unpaid internships (thanks to financial support from family or other sources).

If the only students who can afford your internship come from similar socioeconomic backgrounds, the program will lack diversity. A lack of diversity means a lack of perspectives and fresh ideas. Innovation is strongest when there are multiple perspectives to learn from.

By offering paid internships, all students can gain work experience and build their resume while in school. In addition, paying interns will make your internship program more competitive. Think about it: if the most qualified candidates can find a job that pays, they’re going to apply for that position over yours. The best candidates are not going to be free. Don’t limit your candidate pool. Pay your interns.

Offer College Credit

Many colleges and universities offer students college credit for completing internships. This encourages students to apply the skills they’re learning in the classroom to real work experience. It also helps students complete their degree, build their resume, and earn a small income.

When a student wants to gain college credit through an internship, they usually have to enroll in an internship course. A professor designated as an internship coordinator will then oversee the students throughout their employment. Students often have to write logs detailing their work assignments. The intern’s manager may have to report feedback to the internship coordinator so the coordinator can confirm the student’s quality of work and provide a grade.

Offering college credit is a great way to advertise a company to prospective interns. Research nearby colleges. If they have internship programs, connect with the internship coordinators and provide hiring information like job descriptions and contact information. Internship coordinators will then share this information with their students and the greater college community. Your company may even be invited to a campus career fair. This is a great way to advertise open positions in your internship program. Working with a college ensures a large pool of qualified and enthusiastic applicants.

Mentorship

Internships are learning opportunities for students. To help students get the most out of their work experiences, consider creating a mentorship program. Some companies match interns and new hires with mentors. A mentor is an experienced employee who provides guidance to new employees. Mentors answer questions, respond to concerns, give professional advice, and provide social support to their mentees. This type of program is especially beneficial during the onboarding period.

Mentors encourage a learning culture. Companies with a learning culture believe in sharing ideas, asking questions, and developing new skills. These are important values for supporting young professionals. Interns and entry-level employees have access to multiple methods of professional development when working for a company with a learning culture.

A mentorship program might include events, like intern orientations (which are especially helpful if a large group of interns are onboarding at the same time) or networking lunches. These experiences help interns learn about the industry and professionalism, and they’re more memorable than employee handbooks.

Mentorship is valuable because it allows interns to build relationships with their colleagues and the company itself. Interns are given the chance to network. They may form strong relationships which can open doors for future opportunities. Staying in contact with former interns helps the company just as much as it may help the interns. You never know when you’ll need a position filled.