Graduation season is officially in the rearview mirror for most and countless new graduates are hitting the streets, entering the workforce in earnest. For many, the first step towards an eventual career is an internship. Whether paid or unpaid (or completed previously for course credit), these internships are a vital way to garner essential experience before that first entry-level job.
While the idea of an internship might sometimes be associated with ‘cheap labor’ for employers, these positions are actually extremely valuable to both the intern and employer — with distinct rewards for each. So how can you create an internship that ends up being as mutually beneficial as possible? Below are seven ways both sides can craft a relationship that works:
1. Be upfront about needs and responsibilities — From the very beginning, the employer should clearly outline the intern’s roles in the position — Day to day specifics, reporting requirements, expectations for advancement and knowledge and a clear timeline for the next step. Interns need to be clear with their employer as well, articulating what they hope to accomplish in the position, areas that they are seeking additional education or experience and a defined goal with realistic timelines.
2. Determine success metrics — How will both parties measure the success of the internship position? Take time to devise a job description and metrics for a review at the conclusion, just like any regular paid position. Are you enabling interns to learn necessary skills? Do managers and other leaders give enough instruction? The interns should also do an exit interview with feedback from the employer on the success of the placement — Employers want interns to be impactful and deemed of value, ensuring a more competitive and skilled talent pool the next time around.
3. Encourage getting to know each other — This goes for both the employer and the intern. Make sure interns are welcome at company events and functions; call them out in meetings as an intern and encourage them to share a bit of information about themselves, their education and career path. Review your company volunteer or civic programs and invite interns to participate and also recommend new opportunities based on their own community involvement.
4. Practice professionalism — While it may be tempting for both the intern to treat this position as less than a ‘real job’ or a mentor or supervisor to manage the intern in too casual of a manner, it is essential that both sides see this as a true, professional relationship commanding respect in both directions. Especially if this is your intern’s first position, be sure to instruct and guide your intern on things such as salutations and addressing superiors, office etiquette, workplace norms and standards. Behavior that seems automatic to you may be foreign to a new graduate.
5. Communicate! — True for both sides, but especially for the new intern. If confused about instructions or an assignment, it is imperative the intern speaks up; this is the only way to learn. Encourage your interns to ask questions and seek clarification as much as possible. On the flip side, supervisors and managers may need to elaborate instructions a bit more than with an existing junior employee, so be sure anyone mentoring or supervising an intern is OK with potential extra time needed when delegating tasks.
6. Follow a mentorship model — When bringing an intern on board, work to match that person to the team or manager most likely to provide guidance and feedback when it comes to their eventual career path. Do you run a restaurant and have a recent culinary school graduate who is passionate about desserts? Pair them with the head pastry chef for a look at career opportunities down the line. Also encourage your interns to think of these mentorship pairings as long-term career relationships, not just a boss during the position. Have interns follow and communicate with mentors on platforms like LinkedIn long term, teaching them the value of established career connections as they move along their journey.
7. Clarity about conclusion of the internship — This is especially true for those paid internships just after college versus a defined course credit program. Will the employee be hired at the end of a set time? If so, at what position, salary and responsibilities? Will the intern have to apply and compete for an entry position? What is a realistic timeframe for the internship and and potential consideration for a full time job? Setting these parameters up front can help avoid conflict and disappointment later and ensure a successful internship experience for all!
