Have you ever been in a situation, where you have invested so much time and money in hiring the cream interns, but they never chose to work for you after graduation? This is not true in today’s economy, where students are thankful to have any job. But still……..I am sure, most of you must have seen a situation where your intern accepted a job offer somewhere else, and your time invested in him/her didn’t pay off for you. Through this blog post, I will provide you some high level ideas through which you can design your internship program to help YOU.
Summer Interns: Don’t get me wrong, but I am a huge fan of pay offs when it comes to business. I understand that you want to help your interns to grow his skillsets. But at the end of the day, you should also be benefited from this relationship. After all, you are investing your time and money to train this intern. Thus, to take the best work out of a summer intern, I would advise you to provide him with few smaller standalone projects. For example: projects related to testing, nice to have projects, bug fixes, etc. This practice will ensure that your work gets done, while giving you an idea of work ethics, self-sustainability, and leadership skills of your intern. I would also go further by saying…..you should hire only those students, who have only one semester to go. This will give you an opportunity to hire that candidate without disrupting your work flow too much.
Full time Interns: Most of the companies don’t offer this program. But I would highly recommend to include this program in your internship. This kind of internship means…..hiring someone part-time, probably 20 hours a week, while he goes to school. I would prefer to hire a local candidates over out-of-state candidates for this kind of internship. This will not only improve your relationships with local Universities and help you to get better full time candidates in the future, but this will also give you an opportunity to get out of paying unnecessary relocation costs. For this kind of internship, I would hire anyone from senior to about to graduate. Since, their working hours need to flexible due to their school schedule, I would assign them projects which require minimal supervision and are of lower priority.
CO-Ops: This kind of program is neither famous nor talked about. But this is my favorite internship program. CO-OP, formally known as cooperative education program, gives an opportunity to the employee to hire someone for an entire year to work for full time. In short, this is like hiring an inexperienced contractor for an entire year. I would mostly hire this kind of interns for a specific projects, which requires medium supervision, and which can be done within a year, OR some manual effort like testing, data entry, etc. I would recommend you to target those schools, where they offer online classes. Thus, if you really like this person during his contract period, you can then keep him as your full time resource, while he simultaneously finishes his school. Try to hire a Master level candidate who is about to finish his school in the next semester. In this way, you will get a resource who is mature but flexible.
I hope these tips will help you in making your internship program work for you instead of working just for your interns. Let me know, if you have any other ideas through which you can improve your internship program, so that you have a reasonable pay-back on your investments. Thanks. – Bhavin Gandhi