Tips for Creating an Internship Program: Employers

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Best Practices

Creating a quality internship program has many benefits to you, the student, and the university. If you are new to recruiting interns at SJSU, here are some additional tips and information to assist you in gaining your competitive edge!


 

 First Steps

      • Gain an understanding of an Internship.
      • Develop a recruitment strategy. Have you recruited at SJSU before?
      • Gain an understanding of Internship Recruitment at SJSU.
      • Do you have the human resources to support an intern? Someone to supervise them and/or mentor them, and provide training?
      • Is this the right time for you to allocate the time and resources for hiring an intern?

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      • Before you decide to hire an intern, consider how having an intern fits into your organization's culture and environment.
      • Your intern will share their experience with classmates and friends on campus. Consider the quality of the experience you create and the positive impact it can make  on  your company's reputation.
      • This is an opportunity to build your brand and presence on campus to attract Silicon Valley’s top talent.

10 Tips to a Quality Internship Program

      1. Establish clear internship program goals and objectives.
      2. Solicit and maintain management support.
      3. Allocate resources.
      4. Assign seasoned human resources representatives to champion the intern agenda.
      5. Select functional areas appropriate to a true intern program and plan specific responsibilities, assignments/project criteria, and timelines. Don't disguise routine jobs or "grunt" work as an internship.
      6. Determine when students will begin and end their assignments. Don't let intern positions keep going—give as many students as possible the opportunity to filter through.
      7. Set up a budget for student salaries or a stipend based on current market demand and the complexity of work assignments.
      8. Coach managers in effective supervision/mentoring techniques to maximize student training. Reward them for a job well done. Don't assign  inexperienced managers to interns.
      9. Understand the dilemma of the academic vs. business cycle—respect the university's main goal of education and its academic schedules.
      10. Institute a hiring process (point person, timing, and evaluation criteria).