The Perfect Internship

1. Phil Gardner
CERI
Michigan State University
E. Lansing MI
July 15, 2016
The “Perfect” Internship: Really!

2. • Why do internships and co-ops any way? Got to be an easier way to get
talent.
• What makes for a good internship? – student perspective
• What makes for a good internship? – employer/supervisor perspective
• What is the Ultimate goal? – conversion to full-time employment
Questions to consider

3. • 60% plus invest in interns and co-ops to build a talent pipeline for the
future
• 20% seek additional support to work on projects and complete
assignments (cheaper than hiring full-time)
• 13% provide opportunities to insure development of future talent in
their occupation (even though they cannot hire interns upon
completion)
• 5% feel they have a social obligation
• 2% want cheap labor (become very visible in down economic times)
Why deal with internships & co-ops in the first place?

4. • What was not fulfilled
▫ Training
▫ Career Advice
• Fulfilled so-so
▫ Salary
▫ Supervisor
▫ Assignment
▫ Feedback
▫ Responsibility
• Fulfilled completely
▫ Work environment
▫ Respected private life
• Respect private life
• Pleasant work environment
• Responsibility
• Feedback
• Assignments
• Supervisor
• Salary (if part of arrangement)
• Career advice
• Training
Student Perspective on a Good Internship: Obligations

5. • When the Supervisor is a Rock Star
▫ Respectful of the student
▫ Appreciate the effort made
▫ Being easy to talk to
▫ Responsive to questions and concerns
• When the Supervisor is a DUD
▫ Not providing career advice
▫ Not making life easier during stay in organization
Student and their Supervisor

6. • Developing social capital beyond supervisor
• Mentor (about 1/3 of interns seek out a mentor – tends to be higher in
organization)
• Powerful impact on LEARNING
▫ Mastery of assignment
▫ Socialization into team and organizational member
▫ Professional growth (including some competencies)
▫ Satisfaction with experience which led to higher acceptance of FT offer
• Too much of a good thing from Supervisors and Mentors
▫ Too much socialization has a negative influence on mastery and satisfaction
The Real Kicker: Adding a MENTOR

7. • Attributes Desired
▫ Fit with company culture
▫ Hard working
▫ Enthusiastic
▫ “Relevant” prior experience
▫ Professionalism
▫ Independent
▫ Produce quantity of work demanded
▫ Mature
▫ Produce quality work
▫ Flexible
Employer/ Supervisor Perspective

8. • For student
▫ Learn from experience
▫ Genuinely interested in work & organization
▫ Made progress toward career
▫ Student felt contributed something of value
▫ Student created professional network connections
• For supervisor
▫ Contributed to intern’s accomplishments
• For organization
▫ Developed potential future talent for organization
Supervisor: What makes a “good” experience

9. • Getting interns up to speed quickly
• Consistently providing training support
• Providing environment for developing personal-organizational fit
 (from Pretti and Drewery, University of Waterloo)
Challenges Facing Employers

10. • Full-time conversion rate runs about 40% to 43% across all organizations
• Highest full-time offers reported by Energy/Utilities (until last year),
Information Services (be careful), and Finance.
• Manufacturing in the middle with Non-profits at the end.
• Engineers reported highest full-time conversions
• Health, liberal arts/humanities, communication, social science – the
lowest
Think Full-time Acceptance

11. • Organizations came out higher in meeting obligations
• Competitive pay
• Supervisor support high
• Satisfaction with intern assignment high
• Plus, these gems
▫ Not likely to surf for jobs after graduation
▫ Not likely to live at home with parents
▫ MORE likely to renege on acceptance later &
▫ Non-white interns
What Influences Decision to Accept

12. • Ability to establish career.
• Interesting & challenging assignments.
• Competitive starting salary offer.
• Fun & friendly work environment.
• Potential advancement opportunities.
• Benefits.
Top Reasons Interns Accept Full-time Offers

13. • Training
▫ On-boarding
▫ Socialization
• Proving interesting and challenging opportunities
• Assign supervisors who care about intern as both an employee and a
student
• Preparation for a career
▫ Poor quality assignment circulates through social media quickly
Improving Your Internship Program: Students

14. Discussion, Questions & Thoughts