Are Interns a Workforce Solution for Your Organization?
By Max Dougé, Senior Business Development Specialist
Colleges programs are routinely looking to provide their students with the best college experience possible which includes connecting them to job opportunities. Internships are often recommended for students to gain valuable experience during their years in college. Some programs even require one to graduate.
While it’s no doubt preferred, not all students seek internships for financial needs. There are many students who need to gain skills and experience from an internship. If your organization doesn’t yet have an internship process, this may be an ideal time to consider implementing one. Here are some tips:
1) Identify your organization’s needs:
IT, sales, marketing, HR, finance, accounting, engineering, or other area(s).
2) Build Relationships with Local Colleges and Universities:
Partner with nearby institutions—including community colleges—and their relevant departments to promote your opportunities and attract interested students. In Frederick County, contact the Career Centers at the following local colleges and universities:
3) Create timelines for your needs:
For example, early fall is the beginning of the holiday season for retailers. In preparation for the season, perhaps it makes sense to have a business or marketing intern during the summer to assist with the logistics of rolling out campaigns and materials for the upcoming fall and winter holidays. Late winter-early spring would be the ideal recruitment period for identifying candidates.
Also, keep in mind that a typical college semester is roughly 16-18 weeks; perhaps you can also integrate interns during the spring or fall semesters as well, depending on your organization’s needs.
4) Provide meaningful work experience:
Students want to learn how the work environment functions, as well as be challenged. Remember – they’re in an intense learning period of their life. They may surprise you and surpass your expectations.
Their participation and contribution should also benefit the organization. There are small projects that don’t often get the priority they deserve from everyday staff; however, they may be suitable for an internship. If a department is not fully staffed, perhaps an intern can be integrated to fill a role and provide support on a temporary basis. Or you can rotate a new intern into a role every 3-4 months to perform specific functions appropriate for a college student.
5) Formalize the internship process:
Create a structured approach that includes interviews, offer letters, on-boarding, a mid-point and a final performance review, and an exit interview. Providing a mentor can also be integrated to provide support and guidance for the intern. Keep in mind the intern is learning about how businesses function; teach them the structure and formalities for running a business properly.
If you feel your organization or industry may not benefit from having interns, perhaps an apprenticeship may be the right solution. The State of Maryland has an Apprenticeship Program with staff from the MD Department of Labor who can provide guidance for implementing an apprenticeship.
Understandably, when a job opening needs to be filled immediately, there isn’t always time to implement such a process. However, with a bit of forethought, interns can become a valuable talent pool for short-term needs or to create a pipeline of potential future employees.