Employing Interns for Small Businesses – Part II: Building a Structured Internship Program

Internship programs are an invaluable asset for startups seeking fresh perspectives, increased productivity, and a talent pipeline as discussed in Part I of this blog post series. Legal risks and retention troubles exist when employing interns with no structured internship program. 

Companies in accounting, tech, consulting, and politics tend to hire people full-time who have held internships than any other industries. This translates into more competition for talent in these industries for interns. Tan Moorthy, executive vice president of Infosys (one of the largest IT consulting firms with an award-winning internship program) said, “A positive internship experience and a chance to be immersed in a company’s culture make it more likely that an intern will choose to work for a company down the line.”

In this blog post, we'll explore strategies for developing a formal internship program that harnesses the full potential of interns and creates a mutually beneficial experience.

Over 65% of students say that learning how industries or companies work is very or extremely important to them, but less than a third are satisfied with the information to do this.

The Steps for Creating an Internship Program

1.Define Clear Objectives: Answers to these questions help you establish clarity and set the tone for a structured and mutually purposeful internship program. Clearly define your objectives of the internship program to include:

• The projects or tasks that could benefit from an intern's assistance.

• The most relevant academic field of study the intern will have.

• The skills you hope to develop in the intern and how you plan to develop those skills.

• The resources required to facilitate training and upskilling.

• Who can effectively serve as mentor and manager to the intern.

2. Establish a Structured Program: Structure is key to a successful internship. Interns are eager to contribute meaningfully. Provide interns with a clear roadmap of their responsibilities and learning objectives. Develop a well-organized structure that includes company orientation, regular check-ins with the intern and the mentor, and a mix of structured learning experiences. Assign projects that align with their skills and offer opportunities for growth. For instance, do not assign a marketing intern accounting tasks. Balance the workload, ensuring that tasks are challenging yet achievable, allowing interns to make a tangible impact.

3. Foster Mentorship Opportunities: Pair interns with mentors within your small business or externally if you don’t have someone in your business. It is preferred that the mentor has experience in their field of study. Over 65% of students say that learning how industries or companies work is very or extremely important to them, but less than a third are satisfied with the information to do this. The mentor relationship provides guidance, support, and a platform for interns to learn about the industry, the company culture, and their career field. Encourage open communication and knowledge sharing.

4. Offer Learning and Development Opportunities: Interns are hungry for knowledge. Provide access to learning resources, training sessions, and workshops. Open opportunities for interns to spend time with other employees and leaders of your small business or your network for additional learning. This investment not only enhances their skills but also showcases your commitment to their professional development.

5. Create Engaging Job Requisition: Craft a compelling and detailed job requisition that highlight the intern opening your small business offers when ready to recruit for interns. Describe your company culture and clearly outline responsibilities, qualifications, and potential learning experiences. A well-communicated and transparent job description attracts motivated candidates and lays the foundation for interns eager to contribute.

6. Advertise Internship Opportunities: Determine where the interns you are seeking are most likely to hang out. Effectively advertise your internship opportunities on various platforms, including your website, social media, and university career centers. Ensure to list if the internship is paid or unpaid. Keep in mind that your candidate pool for a paid internship will be much larger for students who can’t go an entire summer without pay. Increase visibility to attract diverse and qualified candidates seeking valuable experiences.

7. Promote Collaboration and Inclusivity: Create a collaborative work environment where interns feel integrated into the team once on board. Encourage interactions, team meetings, and participation in company events. A sense of belonging enhances their overall experience and productivity.

8. Implement Regular Feedback Sessions: Establish a process to gain consistent feedback from the intern and the mentor throughout the internship. Schedule regular feedback sessions to discuss performance, address concerns, and provide constructive input. This two-way communication ensures that interns are on the right track and allows for adjustments based on their feedback. Incorporate any intern feedback into refining your internship program for future interns.

9. Establish Success Metrics: Establish metrics that align with your business goals to measure the success of your internship program.  Some typical metrics include: 1) the number interns who are offered a full-time position, 2) the full-time offer acceptance rate, and 3) the number of repeat interns. These metrics help you determine how your internship program is affecting your talent pipeline.

10. Build a Lasting Relationship: An internship should not be the end but rather the beginning of a potential long-term relationship. Assess the intern's performance and, if feasible, offer opportunities for extended employment or referrals within your network. Remember, if you don’t offer an intern a full-time position or they turn down your full-time offer, they could potentially become your customer or competitor in the future – so don’t burn bridges!

Conclusion

Successfully employing interns goes beyond providing them with tasks; it's about cultivating a dynamic learning environment where both parties benefit. You can leverage interns as catalysts for innovation and growth within your startup by including these components in your internship program. For personalized guidance on establishing a thriving internship program, consider consulting with CPR – Your HR Ally!

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