The Many Benefits of a Successful Internship Program
By Wesley Leatherman
It’s the time of year when college students are wrapping up their midterms and preparing for the holiday season. The spring of 2024 will be full of college career and internship fairs, which means this is the best time to start engaging with colleges and preparing to attract top talent to intern with your organization.
Regarding best practices and offering an experience that students seek, the American Association for Laboratory Accreditation (A2LA) sets the bar for what defines a thriving internship program. Read more about A2LA’s 9 Best Practices for Internship Program.
Earlier this year, A2LA wrapped up its seventh 12-week summer internship program. This program brings new energy and diverse perspectives to the organization and serves as a talent pipeline for organizational stability and growth. Check out Madeline Subasic’s success story.
Every organization looking to grow its workforce should start by developing a successful internship program. This program serves many purposes and benefits everyone involved. As an employer, you provide insight into your industry and a role within your organization. Internships are also a way for employers to attract top talent, ensure organizational growth, and welcome fresh perspectives.
In a solid internship program, employers often transition interns to employees after the internship ends. Whether an internship is paid or unpaid, interns gain valuable experience. Internship Statistics For 2023: Pay, Benefits & Trends
Start developing your internship program by using the Employer Guidebook for Developing a Successful Internship Program.
A2LA: 9 Best Practices for an Internship Program
Human Resources Supervisor, Madeline Subasic, took the time to answer questions about what makes A2LA’s internship program so successful.
What tip(s) would you provide when developing an internship program?
I would tell people who are looking to develop an internship program to be intentional. Programs and experiences are a two-way street. We want our interns to contribute to the goals of our organization, and they are there to learn and be taught about our business and their department.
I would also tell people to get buy-in from key players in the organization. An internship program is a TEAM effort! The person leading the program can only do so much. It takes other managers, in the company, to contribute to the group and make an effort to teach and grow these interns.
What would you say is the biggest benefit of having interns around the office?
There are many benefits to having interns around the office. The interns bring fresh ideas and perspectives. They make the office fun! But most importantly, it gives an opportunity for staff to become mentors. I think this gives employees a look into people management. Is this something they could see themselves doing? It is also extremely rewarding to watch the interns grow from their first week to the last.
How has the program impacted your talent pipeline?
The program has only had a positive impact on our talent pipeline. We have had interns fill positions over the years, me included. The program also gets the A2LA name out there, so even if someone in a prior group isn’t the right fit, maybe someone in their network is. We always look to create a memorable and positive experience for our interns because we want them to want to return to us if the right opportunity comes along.
What are some of the challenges to having an internship program?
Of course, there are always challenges with these types of things. My personal biggest challenge is having to be selective with the group. We only have so many slots and we typically receive numerous applications. It is never a fun part of the job turning down motivated students. Another challenge is making improvements year after year – it is easy to fall into a routine, but I always want to make sure we are staying competitive with our offerings for the program.
Where do you find talent to fill your internship opportunities?
We start with our own staff and their referrals. We have had many children of staff come through the program. Secondly, I work with local schools in the area. Most have internship fairs that I attend to spread the word. Since I attended a local school, I have connections with professors as well. I use that connection for referrals from them. I do post on Handshake, which is a job board made for engaging students.
Checkout the College Connection Toolkit, from Frederick County Workforce Service, to start connection with regional colleges and universities.
What are you hoping the interns will leave your experience with?
We hope the interns leave our program with a multitude of new experiences/skills. The biggest, for me, is gaining professional, hands-on, work experience. Many times, students come to A2LA with little to no work experience. A2LA allows them a safe learning space to see the ins and outs of an operating business. They are able to apply their schooling to real world projects. I hope they gain a sense of confidence as well, not only in themselves but in their career choices.
When do you start recruiting for your opportunities?
My goal is to have the internships posted by February. This allows about 2 months for us to fill all of our positions. I would like to have our group selected by April.
How do you seek feedback from the intern? How do you provide feedback to the intern?
Interns fill out a pre-internship survey, as well as a post-internship survey. I ask them about their goals for the program and what they are hoping to work on and get out of the experience. This allows the department managers to tailor projects to their interests. In addition to the post-internship survey, where I ask for feedback, the interns present to the management team about their experience in the program. They also go over their feedback and offer and suggestions to the program.
Are there certain tasks or projects assigned to the intern? If so, how do you determine who gets what?
The interns are working on real world projects that A2LA will use. For example, our HR Intern this past summer worked on an onboarding presentation that will be given to all new hires. So, we provide meaningful projects to our interns that are implemented and used in the future.
Are you looking to start or grow your internship program? Check out the Employer Guidebook for Developing a Successful Internship Program.