Interns and Internships


Presentation Description

Internships give college students and recent graduates a chance to gain experience in the field while providing businesses with low-cost labor and the chance to train potential full-time employees. A successful internship program benefits both the interns and the employers, and provides real value to growing businesses. But where do you start, and how? PowerPoint Presentation Content Slides Include: Definition/s of an intern/internship Learning objectives of this presentation Etymology of Interns and Internships Overview of the legality of taking on interns 10 slides on various ways to compensate interns 26 slides on recruitment 15 recruitment methods 23 slides on screening and selection 8 points on what (and what not) to look for in candidates 13 points on interviewing candidates 6 points on making the final selection 13 slides on getting the most out of your interns 11 Do’s and Don’ts 14 points on what to discuss with new interns 11 slides on screening and selecting volunteers 3 slides on building an application 5 slides on conducting the interviews 16 slides on supervision and evaluation 11 points on supervision and work styles 10 points on evaluating interns 12 points on evaluating your program 4 slides on offering jobs to interns 9 slides on improving your program Next Steps and Action Plans Also included are: 3 diagrams/charts, & 11 high resolution photographs.


Presentation Transcript

Slide 1:


Slide 2:

2 Program Objectives (1 of 2) Intern and Internship r Learn the value of hiring interns for your business or organization. Understand the necessary differences between paid and unpaid interns, and various modes of compensation. Learn how to set up your internship opportunity and get the word out for recruitment.

Slide 3:

3 Program Objectives (2 of 2) Intern and Internship r Be able to narrow down internship applicants to the most valuable candidates. Pick up useful techniques for getting the most out of your interns. Learn how to conduct evaluations and use those evaluations to streamline your internship program.

Slide 4:

9 Statistics ( 1 of 2) Intern and Internship r 47% of employers have a structured internship program. 85% say hiring interns was a positive experience. 72% of recent graduates had an internship during their college years.

Slide 5:

10 Statistics (2 of 2) Intern and Internship r 42% said it led to a job. 86% of students say their internship was a positive experience. The top 3 things students liked: learning new things real-world experience working with colleagues.

Slide 6:


Slide 7:

12 Why Hire an Intern? ( 1 of 3) Intern and Internship r Interns want to showcase their talents and amp up their resumes, so they tend to be hard workers who stay on the ball. Interns who’ve worked with you will already have the necessary training and experience and are naturally more qualified candidates for any open job positions.

Slide 8:

13 Why Hire an Intern? (2 of 3) Intern and Internship r Interns are willing to work for little or no money. You can work with potential entry-level employees without making a long-term commitment. Interns are typically available to fill any position for employment after their internship. Satisfied interns could spread the word about your company and its opportunities.

Slide 9:

14 Why Hire an Intern? (3 of 3) Intern and Internship r Primary Purpose for Internship & Co-op Programs Identify & develop talent 57% Supplement staffing for special projects & targeted assignments 23% Aid profession by developing talent 15% Fulfill social responsibility 5% Cover assignments of staff on leave or vacation 1%

Slide 10:

Camaraderie : Interns with others their age will transition more smoothly into the workforce. Competition : Each intern wants to be the best, and will work hard to reach that goal. Choice : Having multiple interns gives you multiple choices when selecting a candidate for an open position. 15 Multiple Interns: Why Stop at One? Intern and Internship r There are three good reasons to hire multiple interns.

Slide 11:

17 Legal Issues: Unpaid Internships ( 1 of 5) Intern and Internship r Internships in the “for-profit” private sector are often viewed as employment, unless they meet certain criteria. Interns in the “for-profit” private sector who qualify as employees must be paid at least the minimum wage and overtime compensation.

Slide 12:

18 Legal Issues: Unpaid Internships (2 of 5) Intern and Internship r The intern must receive training. 1 The internship benefits the intern. 2 Under the Fair Labor Standards Act, interns who meet the following six criteria are not formal employees and do not fall under the minimum wage and overtime provisions of the law.

Slide 13:

Many employers offer paid internships with robust hourly wages, and these internship opportunities attract a very high number of candidates, increasing the odds of finding excellent qualified candidate(s). Not everyone can afford to pay their interns. 23 Compensating Interns ( 1 of 8) Intern and Internship r

Slide 14:

College students are almost always willing to work for free, but that doesn’t mean they’ll work for nothing. If you can’t pay them wages, consider other ways in which interns can benefit materially from their internships with you. 24 Compensating Interns (2 of 8) Intern and Internship r

Slide 15:

25 Compensating Interns (3 of 8) Intern and Internship r Academic Credit Many colleges and universities will count an internship as a course and grant credit to the participating student. To many college students, academic credit is as valuable as a paycheck and will bring them one step closer to graduation. Internship candidates seeking academic credit often have to work a minimum number of hours in order for their schools to approve the credit, so make sure you’re able to offer steady hours.

Slide 16:

40 Establishing the Internship Opportunity (5 of 6) Intern and Internship r The Fall and Spring semesters are standard internship periods for students, although many can’t juggle their studies with an internship. For these students, Summer breaks are the preferred internship period. Are you able to provide internships for the Summer break, or only for the Fall/Spring?

Slide 17:


Slide 18:

62 What to Look For in Candidates ( 1 of 6) Intern and Internship r You’ve got a stack of applications and a limited number of openings, so it’s time to narrow down the search and set aside the strongest candidates for the job(s). What should you be looking for as you go through all those letters, resumes, and responses?

Slide 19:

63 What to Look For in Candidates (2 of 6) Intern and Internship r A perfect resume is useless if the candidate doesn’t seem enthusiastic about the job, doesn’t follow up, or doesn’t express any interest beyond simply getting the job. The enthusiasm of a hard worker often makes up for a lack of experience. Enthusiasm

Slide 20:

64 What to Look For in Candidates (3 of 6) Intern and Internship r It’s okay if the intern is unsure about his/her future, because that’s partially what the internship is there for – helping them figure it out. If a candidate’s future goals don’t seem at all relevant to your internship opportunity, then that’s something you can follow up on with a phone call or an email – what exactly motivated them to apply for your internship? Future goals

Slide 21:

65 What to Look For in Candidates (4 of 6) Intern and Internship r Travel plans As an employer, interns are potential entry-level job candidates for your company, and their internships train them for that. Although that doesn’t mean they plan on sticking around for a job. Are they hoping to study abroad? Are they aiming for a larger company or want to see the world when they graduate as this also may tie in with their future goals .

Slide 22:

98 What to Discuss with New Hires (5 of 5) Intern and Internship r A good internship benefits both the employer and the intern. Ask them what they want to get out of their internship, things they’d like to experience, things they’d rather not. Make sure they’re exposed to new responsibilities on the job and not constantly in their comfort zone – part of the internship experience involves building one’s skillset and learning new things. Their Expectations of You

Slide 23:


Slide 24:

Because an internship is essentially a training program, the supervisor needs to be hands-on and facilitate communication with the interns. It’s good practice for both the interns and the supervisor to log and record any hours worked and activities worked on. 101 Assign a Supervisor (2 of 2) Intern and Internship r

Slide 25:

102 Working Styles ( 1 of 2) Intern and Internship r Everyone has different work habits and different strengths and weaknesses. Keep track of your interns’ needs. Do they want more or less guidance? Do they want more or less responsibility? Do they want more of the same work or a variety?

Slide 26:

103 Working Styles (2 of 2) Intern and Internship r How do you feel about your work? Is there anything you feel unsure about? Are those around you being supportive? What could we be doing better? Good things to ask interns:

Slide 27:


authorStream Live Help