Attaching a scholarship can increase your pool of candidates with the desired qualifications. Pairing a scholarship with your internship is a great way to recruit for your internship program-and this is especially true if you are having difficulty attracting a particular type of student or student with a specific skill set to your program. Many organizations pay some or all of their interns’ relocation expenses to and/or from the job site. You will also want to consider the issue of relocation, which is separate although related to housing. Check with your internal tax department on exceptions to this. In addition, be aware that employer-paid or employer-subsidized housing is considered a taxable benefit. This will eliminate any perceptions of unequal treatment. If you can pay for all or some of your interns’ housing, be sure to design (and stick to) a clear policy detailing who is eligible. Easy availability of affordable housing will make your opportunity more attractive to students, broadening your pool of candidates. If that’s not possible, provide assistance in locating affordable housing: For those relocating to the job site, the prospect of finding affordable, short-term housing can be daunting. Best Practice #4: Provide housing and relocation assistance.įew employers can afford to provide fully paid housing for interns, but you’ll find that you get a lot of appreciation if you offer any kind of assistance toward housing expenses.
You can use your website as a communication tool, with announcements from the college relations staff or even articles of interest written by the interns themselves. Whether in paper booklet format, or presented as a special section on your website, a handbook serves as a guide for students, answering frequently asked questions and communicating the “rules” in a warm and welcoming way.Ī separate intern website serves many of the purposes of the handbook, but has the advantage of being easy to change. Best Practice #3: Provide interns with a handbook and/or website. This is time well spent-the effort you put into these sessions will pay off throughout the program. Orientations ensure that everyone starts with the same expectations and role definitions. Make this happen by holding an orientation session for managers and mentors as well as a session for students.
It’s important that everyone “be on the same page,” so to speak. NACE’s Guide to Compensation for Interns & Co-opsīest Practice #2: Hold orientations for all involved.(For information about intern compensation, see NACE’s Guide to Compensation for Interns & Co-ops. Unpaid internships present a number of problems for organizations focused on intern conversion, not the least of which is legal issues that arise if the unpaid intern is given real work assignments.
*Note: The best practices presented here assume the organization's goal is to convert interns to full-time hires and is therefore paying its interns. You can guarantee that hiring managers provide real work assignments by checking job descriptions, emphasizing the importance of real work assignments during a manager/mentor orientation sessions, and communicating with interns frequently throughout the work term to determine who they perceive what they are doing. Interns should be doing work related to their major, that is challenging, that is recognized by the organization as valuable, and that fills the entire work term. Providing interns with real work is number one to ensuring your program’s success. Excerpted from Building a Premier Internship Program: A Practical Guide for Employers (NACE university relations and relations members receive a complimentary copy of this resource as part of their welcome kit.) Best Practice #1: Provide interns with real work assignments.*
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