March 25, 2014
Presented By:
Janeen Tucker
EVP, Workforce Development
Interns
For Clarification
• One semester or over a season (summer, etc)
• Paid or unpaid/Credit or non-credit
• Often times students will do more than one internship
throughout their college career so that they can try out a
couple of different fields or positions and compare them to
see which one they like best
Co-ops
• More than one semester
• Students might take classes in the fall and then work for the
company during spring semester
• This rotation can sometimes go on for more than one year
Apprentices
• Students or employees who work with an employer that
agrees to ‘sponsor’ and train for a specific skilled trade
GO intern! Benefits & Resources
• Online Resources
• www.columbusgachamber.com/career-center
• Go Intern! Partner Handbook
• Intern Job Posting site
• Coordination with 17 bi-state colleges & universities
– GSU, CSU, Kennesaw, Mercer, CTC, Embry-Riddle,
Auburn, Tuskegee, Miller-Mott, Troy, GA Tech,
UGA, Southern Poly, UA, Virginia, CVCC, Phoenix
Identify Your Business Needs
Do you need an intern?
1. Do you have difficulty finding qualified new employees?
2. Does your organization require skills or talents that are
typically not learned in the classroom?
3. Do you provide goods or a service that sets your
business apart from the competition?
4. Do your full-time employees have projects that could
benefit from the focused attention of an intern, such as
research or special projects?
5. Will existing resources, equipment and accommodations
be sufficient for the intern?
6. Do you have appropriate personnel to oversee interns?
Develop Intern Job Description
• Every intern, whether volunteer or paid, needs a job
description.
• A good job description should tie directly to the
missions and objectives of the organization describing:
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Responsibilities of the intern position
Qualifications
system of support
Accountability
Successful performance measurements
• A thorough job description will help avoid confusion
and maximize your staff’s time and efforts.
• The Partner Handbook will walk you through 11
questions to help you develop a good description and
provide samples.
Recruiting Interns
• Participating companies will have exclusive
avenues for recruiting interns including:
– Go Intern! Career Fair, exclusively for companies
hiring intern positions
– Coordination with 17 bi-state college & universities
– Chamber members may post intern job
descriptions at:
www.columbusgachamber.com/career-center
• Applicants apply directly to you and the hiring
decisions will be up to you
Selection Process
• The selection process for interns should
closely resemble your company’s process for
hiring regular employees
• The success of the internship depends upon a
good match between the company and the
intern
• Steps for evaluating student resumes and
applications
• Sample Interview Questions
Intern Program Management
• Formal intern orientation
• Setting up a mentoring system
– Mentor or Project Teams
• Evaluation process
– Intern Assessment
– Employer Assessment
– College/University Evaluation Form
• Dress code policy and sample
– Casual, Business Casual or Business Professional
Human Resource Issues
• Proper Classification
– Intern vs Employee
• State and Federal Employment Laws
– Fact Sheet #71 – US DOL Wage & Hour FLSA
• Compensation & Benefits
– Paid or Unpaid
– Credit or Non-Credit
• Social Media and Sample Policy
• Dismissal of Intern Situations
Frequently Asked Questions
• Should we offer academic credit?
• How do I find an intern?
• What are the benefits of mentoring an
intern?
• Should I offer an orientation?
• Should I give the student a post-internship
review?
Sample Forms
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Internship Application
Confidentiality Agreement
Internet Access Policy
Goal Setting Worksheet
Social Media and Blogging
Internship Job Descriptions
Employer Evaluations
For More Information
Contact
Janeen Tucker
Executive Vice President
Workforce Development, Human Resources
706-257-1187
jtucker@columbusgachamber.com
www.columbusgachamber.com/career-center