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With a year of economic turbulence hopefully behind us, many employers sit at the helm of a ship that looks a lot different than when it left port a few years ago, if it survived the storm at all. Those organizations that have weathered the downturn are most likely operating with a leaner crew that has seen some of its senior captains take off for calmer shores and eager young deckhands tossed over board in order to stay afloat. However, now that the tide is turning, many organizations plan to dip back, once again, into the talent pool to hire those drowning deckhands that were hastily tossed aside while in rougher waters. On the other side, those organizations that feel that the safer bet is to wait until the seas are completely calm may find that there are fewer fish in the sea than once thought. While the labor market might be an employers field at the moment, each month the workforce is continuing to change as many baby boomers retire and thriving industries such as healthcare and technology continue to grow and demand skilled talent. Those organizations that are waiting until positions open up may find themselves with limited options. To expand those options, while being cautious about bringing in full-time staff right away, organizations are turning to student interns to keep the talent pipeline flowing. Benefits of Internships: A Win-Win Strategy Internships are a powerful tool to build relationships with undergraduate and graduate students as well as mid-career professionals who are seeking to redirect career paths. Internship programs serve as a powerful teaching tool used to enhance a professional education. A well-designed internship can provide both the student and the organization with a satisfying outcome. According to talent expert Carolyn Martin, author of Managing Generation Y, internships create relationships with this sought after talent that communicates, "We want you to work with us as soon as we have the right opportunity. Until then, let's keep in touch and look for ways to be of value to each other. Then, when positions open up in your workplace, you will become their employer of choice because of the ongoing relationship you've built."
Developing an Internship Program While internships clearly provide an advantage for all involved, the full benefits of such an opportunity can only be realized if an organization has a well thought plan before beginning to bring interns on board. First, an organization should consider if it has what it takes in way of time, money, space, and commitment to add a new team member. During this initial assessment it is also important that all levels of the organization are committed to providing a student with a high quality experience. If a decision can be made to move forward, the next challenge is logistics. Following a checklist, such as the one prepared below, can help to ensure that a quality program is delivered.
Creating a Successful Structure Once the logistics have been determined, an internship coordinator should work on developing mentorship guidelines for management. Often the same management style shown to full-time experienced employees may require a bit more refinement to deliver a true learning experience for a student. The ability and willingness of a staff member to spend time with the student is highly desirable and important when selecting intern mentors and supervisors. After identifying suitable management, a formal structure and strategy should also be reviewed. Internships that have been successful have demonstrated the following characteristics:
Ready to start? Organizations that have thought through the logistics and processes to support an internship can create a program virtually anytime during the year. Some organizations may choose to have interns only in the summer months, but many are opting to host interns during the fall and spring academic semesters when it is easier in some cases for students to pursue the opportunity for academic credit and may save an employer from full reimbursement. Regardless of the structure, organizations that actively target interns as part of their long term talent strategy find that college and university career offices will provide not only support in developing a program but also a readily available candidate pool and job posting abilities. Organizations may also choose to post open internship positions on their own website as well as advertise on other websites, targeted to the identified population. With eager young talent almost at your fingertips, outlining and structuring an internship program makes sense not only for organizations looking to staff up in the short term but also those who may anticipate a need in years to come. What have you got to lose but the best and most talented workforce of the future! Sources: Student Internships Are Good for Business. Cornell University, Department of Textiles and Apparel, 1998. "Developing an Internship Program", www.state.vt.us/pers/intern. "Employer Information", www.csun.edu/businternship/EMPLOYER. "Seize the Lull in the Job Market," www.rainmakerthinking.com. Alyson Getty specializes in human capital strategy and workforce development initiatives for THE HILL GROUP. For more information about preparing your organization to meet the challenges of your workforce, contact Alyson at 412-343-9393 or via email at agetty@hillgroupinc.com. These materials have been prepared for educational and information purposes only. They are not consulting advice or opinions on any specific matters. Transmission of the information is not intended to create, and receipt does not constitute, a consultant-client relationship between The Hill Group, Inc. and any recipient of this material. Readers should not act upon this information without seeking professional advice. 
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