Most organizations can benefit from a successfully-run internship program, preferably through their human resources department. Not only is it fulfilling to teach a new generation about your organization’s skills, but it’s also helpful to your business to bring in a fresh perspective. Successful interns can help your organization check tasks off the to-do list while also providing support in areas you may not be as strong at, like technology and social media management. In order for an internship program to be successful, your organization has to take into account several different considerations. We’ve rounded up a few suggestions for how to start an internship program that is efficient and rewarding.
Create a Clear Job Description
Before you even think of posting an open internship position, you have to get clear what the position entails. Understand that most of the interns you will hire are probably still in school and unaware of how businesses run day-to-day. Plus, no one works well under little direction. So before you start looking for interns, sit down with your team to discuss what you need help with. Try to come up with a list of actionable and realistic items for an intern (or interns) to accomplish. This can be anything from filing documents to cleaning up computer documents. Make sure all your expectations for the role are written down with clear details on the job description.
Assign or Hire an Internship Coordinator
It’s very important that when establishing a new internship program that someone will be in charge. This person should be the one that all interns turn to if they have questions about day-to-day tasks. You don’t want to bog down other employees with an intern who asks a ton of questions when they are trying to get their work done. Depending on the scale of your internship program, this may require your organization to hire a full-time person to oversee the interns.
Connect Your Intern with a Mentor
Once you hire the right interns, it’s important that they feel connected to your organization. We recommend connecting each intern with a different mentor within the company. Their mentor should be the person they reach out to when they don’t understand an aspect of the industry as a whole. Especially as a younger person with little experience in the real “working world,” providing someone for your intern to turn to when they don’t understand something fully can be invaluable.
When an intern leaves your organization, you want them to have fond memories of their time at your business, especially if that intern is considering a position in your industry. When it comes time for them to graduate school and find a job, the positive experiences they had during their internship may lead them to apply for a full time position with your company.
Prescott HR offers a wide range of outsourced HR solutions that can help you establish a successful internship program for your organization. Our UnIntimated HR practices allow us to be focused and effective, providing your business with exactly what you need. Give us a call today at 443-351-8818 or contact us online.