How to Start an Internship Program. October 2018

Transcription

1 How to Start an Internship Program October 2018

2 Facilitator Basics: Briana Randall Director Internship Project Career & Internship Center Details: 14 years in center 3 years in this role Goal ensuring UW students have access to high-quality internships Factoid: Did an internship at the Indiana Women s Prison Contact: brianakr@uw.edu (206)

3 Agenda > Explore > Establish > Engage > Wrap-up

4 Explore

5 Definition > A form of experiential learning that allows a student to do one or more of the following: Integrate academic learning with hands-on experience Develop or refine specific skills that are transferable to other settings Explore a career interest

6 Distinction > Internships have a significant and intentional focus on student learning Should not simply advance operations of the employer or replace an employee Should center around learning objectives related to the intern s academic/career goals Should involve frequent feedback on performance

7 Distinction (cont.) > Internships are often project-based > Internships typically have a defined end date > Internships can be life-changing

8 Why Hire Interns? > Fresh perspective / ideas > Innovative attitude / creative > Energy / enthusiasm > Eager to learn > Want to make a difference

9 Why Hire Interns? > Mutual learning teaching someone is a great way to learn or relearn something yourself > Mentoring it s a pleasure to help them navigate the company and learn how to be successful in their careers knowing we can help them grow professionally is amazing! Quotes from Jan 2016 Internship Best Practices workshop attendees

10 Why Hire Interns? > Interns know how to reach younger audiences > They can make substantial contributions to organizational mission and goals > Build a pipeline for future hiring In a national employer survey* (mostly corporations): > 59% offer rate (asking interns to stay on) > 77.3% acceptance rate (interns agreeing to stay on) * From NACE 2018 Internship & Co-Op Survey

11 Typical Specs > Most UW students intern ~ 10 wks 10 > During academic year, interns typically work hours per week 15 > During summer, they sometimes work up to 40 40

12 Typical Specs > UW - quarter system > 10 weeks of classes + 1 week of finals > Upcoming terms Sept 26 Dec 14, 2018 Jan 7 Mar 22, 2019 April 1 June 14, 2019 June 24 Aug 23, 2019

13 Typical Specs > For summer internships October Accounting Finance Consulting Some tech Jan-March Other industries and majors > For other parts of the year Students look about 3 months in advance

14 Compensation > Helps ensure students from all backgrounds have access to internships broadly, and to your position > Increases investment of all involved > Helps ensure compliance w/ federal guidelines > Helps employers stay competitive 80% of internships in Handshake are paid 42 apps per paid internship* 9 apps per unpaid internship*

15 Compensation > Credit is awarded for demonstrating the learning that takes place in internships, typically through structured assignments Credit is NOT compensation > Wages are compensation for work completed at an internship site > Students pay money to earn internship credits

16 Academic Credit > Most students do not choose to earn credit > Students initiate the process > Once intern is selected and registers for credit, employer usually needs to sign a form or two in the beginning and end

17 Resource Highlight

18 Establish

19 Think About the Big Picture > Watch video here

20 Answer Big Picture Questions > What are you trying to accomplish? > Would an internship program fit your org culture? > How much support would an intern program get from various levels in your org? > Who s in charge of the internship program?

21 Establish Manager Expectations > Who will be allowed to serve as intern managers? > What will be expected of managers? Tasks, time commitment, timeline > Will there be common expectations among different intern managers? > How will intern performance be evaluated?

22 Identify Possible Managers > Interest in supporting intern learning > Skill in supervising others > Willing to set aside time: Recruiting / selection Onboarding / goal-setting Weekly project check-ins Mid-point performance mtg Final performance review

23 Identify Possible Projects > Important to the organization > Meaningful for an intern Allows for skill development Involves interaction w/ others > Reasonable for an intern s: Level of experience Weekly and total hours

24 Think Through Intern Logistics > Intern work space > Intern equipment/supplies > Likely total hours needed Minimum # hrs per week? Minimum # of weeks? > Permanent hire conversion Expectations Process Communication

25 Resource Highlights

26 Resource Highlights

27 Engage

28 Build Recruiting Timeline > Manager identified and coached > Project identified and described > Position description drafted, reviewed, finalized > Position description posted > Applications due > Interviews > Offer date > Desired intern start date

29 Think About Target Audience > Realistic / conscientious / strategic > Want to contribute / innovate > Desire to be coached / grow / learn > Highly prefer in-person communication > Value honesty / integrity / authenticity > Value social responsibility / involvement

30 Generation Z Highly recommend:

31 Think About Target Audience > What attributes would help interns be successful? > What skills does one really need coming in? > Think broadly about majors > How can you appeal and market to diverse groups?

32 Write Position Description > Sell your organization > Describe the role > List requirements > Give app. instructions

33 Write Position Description > Describe what interns will learn What You Will Learn Interns Will Develop Skills In You Will Gain Experience In How You Will Benefit > Ask interns to include a few ideas about what they d like to learn in their cover letter

34 Write Position Description > Approximate start and end dates > Number of hours per week > Location of internship site > Compensation (wage, or whether its paid/unpaid)

35 Create Recruiting Plan > Ask employees to push out > Post to social media > Post to niche industry websites and listserves > Post to national sites idealist.org wayup.com internships.com

36 Connect with Huskies > Post to Handshake FREE! careers.uw.edu/post-a-job/ > Connect with targeted student groups and depts. Academic areas, cultural groups, political, hobbies, etc. Find a group and send an depts.washington.edu/thehub/sao/

37 Connect with Huskies > Large, all major fairs Feb, April > Medium, college-level fairs Business (Oct); Engineering (Oct) > Smaller, niche industry fairs Science (Jan); Communications (April) > careers.uw.edu/employers/calendar

38 Connect with Huskies > Conduct On-Campus Interviews > Host an Info Session > Lead a workshop or sit on a panel

39 Design a High-Impact Internship > Onboarding > Learning > Projects > Relationships > Exposure > Feedback > Reflection

40 Resource Highlights

41 Resource Highlights

42 Wrap-Up

43 Resources > Internship info / consultations careers.uw.edu/employers/create-an-internship/ brianakr@uw.edu > Employer engagement info / consultations careers.uw.edu/employers/ careers.uw.edu/employer-education-workshops/ econeill@uw.edu

44 Resources > Career Engineering engr.uw.edu/careercenter > Foster School of Business Undergraduate & Specialty Master s Career Services foster.uw.edu/careers/careerservices/employers/

45 Upcoming webinars > How to Be an Awesome Intern Manager, Nov 7* > Recruiting 101: Building Your Brand to Attract Top Talent, Dec 5 > Millennials Have Graduated: Meet Gen Z!, Feb 6 > careers.uw.edu/employer-education-workshops/

46 How to Start an Internship Program