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Depending on your management style, an internship can be very time consuming or minimal. I think the best internship is one that is structured with daily start-up meetings that outline the day's responsibilties (helps teach them time management), weekly expectations, enrichment opportunities to shadow other professionals or grow through learning workshops and field trips, an ongoing project mixed in with daily work, and training that includes a Standard Operations Procedures Manual that the intern can refer to-- the first year of the program may be very time intensive if you are setting all this up. And it also depends on your intern-- is he quick? A go-getter? Can he keep himself busy? Is he asking the same question over and over again?
If you're starting from scratch and haven't had an intern program before, you're going to be learning a lot because you don't know which schools might send the best.
I'd recommend narrowing the list of schools where you recruit interns from to those in the metro area surrounding your work-- this way, you can create personal, one-on-one relationships with the faculty, and maybe even lend your support and services as a guest speaker at a student event or in a class. You'll also learn more about the programs, the quality of student, and the professors.
(Not that you couldn't promote your program globally... but sometimes it is best to start small and work your way up.)
Think about why you might need an intern. What would their job be? How much supervision does it require? How many hours of work would you need from them in order for this to be a valuable opportunity for them and a much-needed extra person on your team? What kinds of enrichment opportunities can you show them? Look at the gaps in your department and see how someone who is at entry level with little to no experience might be able to support you. Talk to your department and see what their thoughts are.
Next, how does the school evaluate an intern program? What do you need to provide them with in order to take one of theirs under your wing? And what is the student doing to earn credit? Will he receive a letter grade or a pass/fail rating?
Next, set up a job description and an intern program that lasts for a quarter, a semester or a calendar year. Ideally, block out what they will be doing (approximately) each week-- from orientation, to an ongoing research project that will culminate in a presentation at the end of the internship, to weekly admin duties and tasks, etc. Bring them to dept. meetings. Have a resume writing workshop. Shadowing opportunities. Take a field trip. You want to start off each intern workday with a quickie start-up meeting to review goals for the day and expectations. Teach them how things are done your way, give them tips on being professional, ask for their feedback.
Some of this is bound to change, but interns work best when they have structure. The worst is taking an intership and being bored. Most interns are green and don't know how to ask for more work-- or you might be so busy that you don't have time broken out to explain or show them something new-- you might be more inclined to get it done more quickly on your own.
Keep in touch with the intern's faculty adviser throughout.
And remember, you may hire someone who looks great on paper but is a dud-- this happens in the regular workforce, too. Don't have unrealistic expectations, but if the intern isn't getting his tasks done, be prepared to evaluate the work-- was the assignment given over his head or is he just being lazy? Don't be afraid to praise, correct, reward or fire your intern-- it is a temporary job and should be taken seriously!
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Last edited by adpiucf; 10-29-2005 at 12:09 PM.
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