How to Start an Internship Program. Slides from March 2018 webinar

Transcription

1 How to Start an Internship Program Slides from March 2018 webinar

2 Meet Your Facilitator Basics: Briana Randall Director Internship Project Career & Internship Center Details: 13.5 years in center 2.5 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): > 67.1% offer rate (asking interns to stay on) > 76.4% acceptance rate (interns agreeing to stay on) * From NACE 2017 Internship & Co-Op Survey

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

12 Typical Specs > UW - quarter system > 10 weeks of classes + 1 week of finals > Upcoming terms Mar 26 June 8, 2018 June 18 Aug 17, 2018 Sept 26 Dec 14, 2018 Jan 7 Mar 22, 2019

13 Typical Specs > For summer internships October Accounting Finance Consulting Some tech Jan-May Other industries and majors > For other parts of the year Students look 1-3 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 83% of internships in HJ 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 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?

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

32 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

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

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

35 Connect with Huskies > Post on HuskyJobs $35, for-profit employers $10, other employers 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/

36 Connect with Huskies > Attend a Fair Large, all major fairs Medium, college-level fairs Smaller, niche industry fairs careers.uw.edu/employers/calendar > Conduct On-Campus Interviews

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

38 Resource Highlights

39 Resource Highlights

40 Wrap-Up

41 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

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

43 How to Start an Internship Program