5 Tips for Managing Summer Interns
Summer internship programs can be a valuable experience for both students and companies. Organizations can get fresh perspectives on business challenges, help with short term projects, and proven full-time hires. Students get real world experience in their field, and expand their network. When done right, internships are a real win-win!
But how do you make sure you make the most of this opportunity? Hiring managers often express concerns that summer interns will be a management challenge or a distraction. Students often complain that their responsibilities were not meaningful enough. With the right preparation you can build a desirable internship program that attracts top talent year after year.
Whether this is your first time hiring summer interns, or you want to get more value from your program than in years past, be sure to keep in mind these five tips for managing interns.
Assign a single manager who enjoys working with students
This is huge! Students can accomplish big goals when given the right amount of guidance, but they are new to the work-world and your industry. If they are thrown out to sea and told to start paddling they won’t know what your expectations are or where to start. Ultimately, you want to find someone on your staff who enjoys sharing their expertise with young people and is going to be committed. Take a mentorship mentality that helps prepare your interns for their future career.
Make sure the intern has a dedicated project
How many projects have you had sitting on the back burner without the proper bandwidth to do the job right? Interns should be given real work that is both valuable to your organization and aligned with their major. Break this large project down into smaller tasks with clear goals. Have the intern complete drafts along the way for you to review so they get regular feedback. One expert tip we advise is to assign a smaller, more manageable project at the onset of the internship to help you gauge the intern’s strengths and weaknesses.
Offer frequent feedback
Meet regularly to assign objectives, answer questions, and help your interns move forward in their projects with confidence. Be clear and specific with your feedback whether you are praising their work or letting them know where they can improve. Be sure you are open and available for questions and that your intern feels comfortable asking for help. Meeting at least once a week is good practice.
Share the big picture
Interns are curious about the industry they are working in and how their work fits in. Include them in strategic meetings when appropriate, schedule time with heads of other departments, and give them an opportunity to speak with top leadership. Have them attend trade shows and training sessions where they can learn and build a network. By exposing interns to more than just their role and department they will get a better sense of why their work is important and will be more motivated to deliver great results.
Do an exit interview and keep in touch
After the internship is over, make sure to do an exit interview. Have HR do this so you can get honest feedback from an objective listener. This interview can help determine what they liked and didn't like about the program which will help you make the program better in the future. It will also give you a chance to assess the student’s interest in coming to work for you. If both you and the student are interested in working together again make sure you keep in regular touch as they return to school and find a position for them sooner rather than later. Students will want to have a job lined up before graduation and some industries begin hiring as early as winter of the student's final year.
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