Employers
Costly Intern Program Mistakes
Internship programs are a great asset for organizations. They give students an opportunity to gain valuable experience in a field they’re interested in, while simultaneously affording companies the chance to give potential future employees a trial run.
Despite being mutually beneficial for interns and the organizations that employ them, there are several issues to consider to avoid disappointment for all parties. Companies must commit the proper amount of time, personnel, and resources to ensure a strong internship program.
1.Inadequate Budget Management
The importance of first considering whether your company can financially handle an internship program cannot be overstated. The recruiting effort (including travel, marketing materials & interviews) training, onboarding and wages can be fiscally challenging. Many companies create internship programs without appropriately budgeting and the results lead to wasteful, ineffective experiences for interns & employers.
Employers must assess how much time they are willing and able to commit to the program and set realistic expectations regarding return on investment.
Remedy: Companies must establish their expectation of the program and allocate a practical budget based on their program needs. If the objective is to position the program as a talent bank to full-time hiring; offering paid positions is a prudent move. According to research published by NACE in 2023, approximately 41% of interns are unpaid, but many confess that compensation is one of the most crucial considerations when deciding on programs to which they should apply. Companies inadvertently place limitations on the talent they attract when offer unpaid internships.
2. Improperly Screening Interns
The temporary nature of internships can sometimes lead to a lax approach to the application process for interns, since applicants are often students or recent grads with little to no experience; so abbreviated resumes or inadequate answers to questions are overlooked.
Remedy: All applicants must submit a resume. Employers should incorporate a system to select the best candidates to interview. During the interview process, employers must ask questions that are geared to illustrate if candidates have researched the internship opportunity and reveal what they know about your company. Do they express how they might into fit the company’s culture, or contribute in any specific way.
Treat the interview as if it were an applicant for a full-time position. Paying attention to appropriate attire, professional demeanor, etc. These are indicators of their degree of preparation and potential as a good employee.
3. Ineffective Learning Opportunities
After interns are hired, the way they are used is important. Assigning them to do simple tasks like spending the day filing, making copies, or getting coffee is not beneficial. Interns that are not challenged, or asked to do “busy work” become disenchanted and consequently do not contribute much to your company. Instead, it is extremely likely they’ll consider alternatives when seeking permanent employment; which means your company will have wasted time and money.
Remedy: Having a firm understanding of your needs and how you intend to engage your interns will help to avoid this issue. An internship should be an immersive learning experience, structured so interns have access to valuable educational opportunities. Assignment to a specific project, or series of tasks that enable them to learn about your industry while actively contributing to company goals.
Empower and encourage interns to observe, ask questions and strategically offer ideas. Provide experiences that teach and ultimately offer resume building skills for the intern, while assisting with projects that are directly impactful to the organization
4. Lack of Follow-up With Interns
Many internship programs often lose contact with interns after the program ends; thereby missing out on maintaining valuable relationships with individuals that could eventually turn into promising employees. Consider that the typical minimum cost of hiring a new employee through the marketplace is a little over $5,000; so it seems cost effective to stay in touch.
Remedy: Keep in touch with former interns by sending them company news updates, connecting on social media, and communicating with career counselors. It should be a no brainer; former interns can make great future employment candidates. Why not draw from a pool of talented people who are already familiar with your company culture?
A strong internship program has the potential to benefit both employers and students. By establishing concrete goals, assigning educational tasks and fully immersing interns in company culture, you can create an environment that enables students to learn about your organization while developing a future talent pool.
5. Nonexistent or Poor Feedback Loops
Internship programs exist to provide hands-on experience in a chosen field, while also developing valuable skills that can be critical in launching careers. Throughout their academic life, students typically receive performance feedback in the form of grades and report cards, but in the professional world different norms apply; and without the proper mechanisms in place, interns can become lost in the shuffle. Managers are busy with a variety of roles & sometimes overlook the importance of soliciting or providing feedback. This can lead to interns feeling left out, disillusioned, or underappreciated.
Remedy: It is important that managers routinely offer feedback to interns during their employment by scheduling specified times to speak with interns to monitor their progress & level of fulfilment throughout the duration of a project. Constructive feedback keeps interns engaged, demonstrates interest in their work, promotes eagerness to learn, and fosters commitment to your company.