Daniels
INTERNSHIP PROGRAM GUIDE
INTRODUCTION The Daniels College of Business Employer Relations Team has built this guide to serve as a framework for employers who are looking to strengthen their internship program or build one from scratch. While we know this can be an overwhelming task, we hope this guide helps break down the process in easy and manageable steps. The benefits of an internship program allow employers to create a pipeline of strong talent, strengthen their employer brand on campus and add value to their organization.
10 BENEFITS OF AN INTERNSHIP PROGRAM FOR YOUR ORGANIZATION 1. 2. 3. 4. 5. 6. 7.
Create a pipeline for future talent Enhance visibility and employer brand on campus Reduce overall employee workload Bring a fresh perspective to your company Help employees develop management skills as intern supervisors Increase diversity in your organization Test drive talent– allow students to intern before converting them to full-time roles 8. Give back to the community 9. Get the latest industry information directly from the classroom 10. Minimally impact budget
GETTING STARTED DEFINING AN INTERNSHIP: “An internship is a form of experiential learning that integrates knowledge and theory learned in the classroom with practical application and skills development in a professional setting. Internships give students the opportunity to gain valuable applied experience and make connections in professional fields they are considering for career paths; and give employers the opportunity to guide and evaluate talent.” – National Association of Colleges and Employers (NACE)
THE BASICS INTERNSHIP DESCRIPTION
When creating an internship job description, there are several important things to identify: company description and culture, goals and responsibilities of the position, hours, pay and necessary qualifications. It’s important to call-out any project work or presentations that will be required of the intern. Be sure to include any work perks like company lunches or outings to get students excited to join your organization.
BUDGET
The cost of an internship program can vary greatly. Some organizations offer housing assistance for interns, competitive salaries and perks. Other organizations provide unpaid internships with limited or no company benefits. It is up to your organization to determine what you can offer your interns within your budget parameters. An hourly rate for interns ranges from $12 to $30 depending on the experience and skill of the intern. According to NACE’s 2019 Guide to Compensation for Interns and Coops, the average hourly wage for an intern is $19.05.
STAFF
There may be an increase in involvement for your employees to assist in managing your internship program. The size of your intern cohort will impact the staff resources needed to support your interns successfully. It will be important to think through the key individuals who will need to be trained in overseeing the interns’ experience with your organization. While supervisors oversee the daily management and coaching of an intern, it is helpful to consider an Internship Coordinator to assist in the recruiting and onboarding process.
U.S. Department of Labor Viewpoint on Unpaid Internships
BUILDING A GREAT INTERNSHIP PROGRAM GETTING INTERNAL BUY-IN • Identify key stakeholders in your organization to serve as advocates for an internship program. • Poll the interest of various departments and hiring managers in your company to determine the need for an intern on their team. • Hold 1:1 meetings or a focus group to understand the needs and desired skillset/knowledge of departments requesting an intern. • Create a process (i.e. a form or application) for requesting an intern to help support the recruiting process.
GETTING TO WORK • Draft a job description detailing the responsibilities and duties the interns will be expected to perform. • Identify projects or key assignments that departments will need completed, and ensure those opportunities are outlined in the job description. • Create a list of “additional elements” to the internship experience (i.e. leadership roundtables, group outings, professional development opportunities, etc.) • Identify the team and supervisor who will be managing the intern and set expectations on overseeing their work and their experience with the company. • Clarify the hours, compensation and evaluation the intern should expect.
MEASURING SUCCESS Before beginning your internship program, it is important to understand your company goals for the program. • Do I want to convert any of our interns to full-time employees? • What specific projects does my company need assistance with? • Is there an area of expertise interns could bring to my organization? • Do I want to create an ambassador’s program for my organization?
ONBOARDING Your interns may be new to an office environment, and they will certainly be new to your workplace culture. It is important to introduce them to your organization and how it operates and set expectations for their role. Use these tips for successful onboardings:
BEFORE THEY START: • Consider having check-in calls the months leading up to your intern start date. This keeps them engaged and allows them to ask questions before they join your organization. • Be clear about the start and end date for the internship and include the number of hours/ days worked each week. • Determine if the student will be counting the internship for academic credit. If so, review their school’s requirements in providing credit and schedule time to fulfill their requests. • Explain the company’s dress code. • Identify a work space for the intern. Consider the supplies needed: computer, phone, company email address and building ID card. • Determine specific projects that your intern will be working on. • Outline work expectations for your intern and create metrics for measuring intern success.
WHEN THEY START: • Ensure an orientation is performed to allow them to be integrated into the organization. • Give your intern a tour of your organization and introduce them to other team members. • Discuss operation procedures such as clocking-in, requesting time-off, absences and overtime rules. • Provide an overview of the company culture. What are the unwritten rules/best practices of your organization? • Review projects, expectations and timeframes and how success for the intern will be measured.
RECRUITING YOUR INTERN AT DANIELS The Daniels College of Business partners with employers to support them in their recruiting strategy and on-campus engagement. Below you will find some of our employer engagement opportunities, all for no cost to you!
JOB POSTING: Pioneer Careers is our online platform that allows you to share professional job and internship opportunities with students and alumni at no charge. When you arrive at the site, simply click “Employer Sign Up� to create your account.
MEET & GREET: Meet & Greets are set up in a tabling session format held in a hallway outside the student commons area where representatives from your company can engage students. Brand your company by bringing swag, food, banners, and talk about your opportunities.
LUNCH & LEARN: Lunch & Learns are a great way to get engaged with students in the classroom. Through an employer-sponsored lunch, it gives students time to learn about your company and how you fit into the industry. These opportunities are not always available, but we can try our best to fit you into a slot when opportunities arise.
ON-CAMPUS INTERVIEWS: Do you need to interview students for your internship role? Consider using our designated on-campus interview suite. Our team does the scheduling of interviews and provides parking passes for your convenience. This is not only convenient for students, it also allows you to be more efficient in your interview timeline.
We can support you! Reach out to your Daniels Employer Relations point of contact, or email hiredaniels@du.edu to be connected with a team member.