Category Archives: Employers

Interns actually have a pretty stressful job! They’re navigating what’s usually their first experience in their desired career. There’s a lot of pressure to do well, and once they’re approaching the end of their internship it might feel a little awkward for the both of you! But instead of letting things peter out on a halfhearted note, use one of these gifts for your intern to tell them thank you! If you have an unpaid intern, I would seriously recommend giving them a gift. Not only did they use valuable time to work for you, they did it without pay!

I feel as though gifts for your intern are easier than giving gifts to a coworker or boss. They’re just starting out on their own, and don’t have a lot, especially if they’re unpaid!

Gifts for Your Intern 1. When you want to get them something useful, but not completely …

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Now is the time when we start thinking about what we’re thankful for, and why. In this post, the Indiana INTERNnet team reflects on what we’re thankful for in our careers.

Allison Kuehr

I am thankful for my fantastic coworkers. I’m fortunate to enjoy what I do, but I’m even more fortunate to love the people I work with. During my time with Indiana INTERNnet, I’ve made some great friends and mentors. They’re always there to celebrate achievements and birthdays, share a laugh or dish some advice. As I’m still in the beginning stages of my career journey, it’s nice to have an amazing in-office support system guiding me and cheering me on along the way.

Caitlyn Beck

I’m so thankful for my amazing job and my colleagues. I’ve heard so many horror stories of how people dislike their first job out of …

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Now that we’re in October, it’s the halfway point for most fall internships. It’s also the middle of the fall semester for college students. As midterms are used to check student’s knowledge at the halfway point during a semester, a simple mid-internship review can be used to check in on the intern’s experience.

Here are some questions internship supervisors can ask their intern to see how they’re doing:

Do you have any questions or concerns about (insert project name here)?

If the intern is working on a long-term project or projects for your organization, now is the time to check on them to see if they have any questions. Some interns may be apprehensive to ask for help or clarification, so asking them directly about the things they’re working on will give them the opportunity to speak up. Plus, this will give internship supervisors the chance to get an idea …

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So you’re wondering if you should hire an intern. It can lead to a mutually beneficial relationship and a great experience! But instead of jumping right in, take time to really contemplate if hiring an intern is the right course of action.

What Does an Internship Entail?

Before you get started, you need to clear any assumptions or misconceptions you have about interns. It might seem like an attractive idea, but an intern’s purpose isn’t to be your personal coffee delivery service, run your errands or be a cheap/free substitute for a full-time employee.

If you’re assigning interns tasks that are on the same responsibility level as a full-time employee, they’re probably going to feel overwhelmed or exploited. There’s also nothing wrong with assigning somewhat menial tasks, but if their entire experience is filing and making copies, you’re missing the point! Internships exist to offer students or young professionals an …

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Let’s be honest, there are plenty of employers that are searching for interns. The hunt for good applicants is highly competitive. If you don’t have a big budget for paying interns, you might have to get creative. So how can your company distinguish itself to attract the best candidates?

Pay isn’t the only factor.

If your internship is unpaid, or has a lower pay rate, it doesn’t necessarily alienate you in the job market. Students take internships for valuable learning experience and to take their first step into the “real world.” Pay isn’t the only factor prospective candidates look at. That being said, it’s worthwhile to look at EARN Indiana to stretch your budget a little further. It’s a state work-study program that matches up to 50 percent of your intern’s hourly pay. Read more about EARN Indiana and the program requirements here.

Offer other benefits.

What if you just can’t afford a paid intern? …

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You’ve posted your internship onto IndianaINTERN.net, and you start waiting for the applications to roll in. However, after a few weeks you’ve yet to get a response. What could be going on?

If you find yourself in this predicament, the first place you should check is your internship’s description. Poorly written and vague descriptions leave students unclear of what your internship has to offer. Your internship’s description needs to clearly state what it entails and what type of student you are looking for. It should attract students to work for your company and leave them eager to apply.

Promote your organization

The description section of your internship is the perfect place to include details about your organization. Share some information about what your company does, where it’s located, any awards it may have received, etc. Really sell your organization to potential applicants.

In this section, you can also include information …

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Generation Y “Millennials” may receive some criticism from the media and employers, but many possess skills that can increase the depth of an organization. Every generation has its quirks, and Gen-Y is no different. If employers know how to best work with them and utilize their burgeoning talents, however, Millennials can add great value to the office.

As the first generation to grow up with computers, cell phones and tablets at the ready, Millennials are primed to augment an organization’s technological skills. They can be the go-to candidates for starting a new social media platform or finding new technology resources to help your organization get ahead.

In addition to bringing new technology to the tools in your organization’s arsenal, Gen-Y interns and employees bring increased social awareness to the table. Today’s twenty-something employee is attracted to socially-conscious organizations and can help develop office volunteering plans. Beyond making an impact at …

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The chicly-dressed new program manager at Indiana INTERNnet might not look like it, but Ann Mears is a born and raised farm girl. Hailing from Delphi, Indiana, Ann grew up on a small cattle farm just east of town. When she was old enough to gather eggs from the chickens, she quickly found a way to make a return on her investment in this least-liked chore by selling the eggs to her grandparents and neighbors.

When it came to deciding on a major at Purdue University, Ann started out in Agricultural Economics, but quickly realized that her calling was in Hospitality and Tourism Management. To solidify her choice of studies, she dived into multiple internships throughout her college career.

Ann’s internship experience began with Indiana Packers Corporation, where she excelled at her human resources internship and eventually became the intern to the executive assistant. As the events intern with the …

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I invite you to clear your mind of any pre-conceived notions about internships. Now, more than ever, employers have options when selecting an intern to fit your company’s particular needs. The word “internship” is expanding to include all types of structured and supervised experiential learning beyond the traditional 12-week college internship. Each type offers a distinct approach that can produce innumerable benefits for your organization, the student and our state.

Maybe you’ve dismissed the idea of hosting an intern because you don’t have the resources to manage a semester-long office internship. Or maybe your company’s work lends itself to a different internship approach. There are several new internship trends that can address specific goals you have, help you tap into fresh talent and even recruit full-time employees. There are also different demographics you can consider for internships beyond the 20-year-old college student.

New Types

• Virtual internships: Low on office …

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From Inside INdiana Business

It’s easy to list specific reasons why an organization should start an internship program: increased productivity, enhanced creativity, effective recruitment – to name a few. But it’s the coveted notion of saving time and money while getting quality results that’s music to the ears of any employer.

In fact, these days when hiring for a full-time position, some organizations may not have the time or financial resources to recruit a seasoned individual. According to the National Association of Colleges and Employers’ (NACE) 2010 Internship and Co-op Survey (based on 235 employer responses), 83% of employers said that they use internship programs as a tool for recruiting entry-level talent, an increase of approximately 5% from 2009.

NACE’s survey also indicated that 44.6% of respondents’ full-time entry level hires from the class of ’08-’09 were from their internship programs, an increase of approximately 10% from the prior year.

…

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Entry by Pat Patterson

Before you host your interns this summer, make sure you are prepared – appointing an individual as an intern supervisor will enhance the internship experience for both your organization and your interns. 

An intern supervisor will familiarize interns with your organization, provide assignments and serve as a “go-to” person for questions.  It is best if the intern supervisor is connected with the type of work the intern will perform (e.g., the marketing director supervising a marketing intern) to provide appropriate guidance for the intern’s assignments.

As a general guide, an intern supervisor’s responsibilities will include:

taking part in an intern’s application, screening and interview process; conducting an intern’s orientation; developing an intern’s work plan; periodically meeting with an intern to evaluate performance and if needs/goals are being met; and assessing the internship program’s success.

Are you …

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Jennifer is a 2008 Ball State University graduate with a degree in Human Resources Management.  Throughout her college career, Jennifer worked for a business fellowship program through the Ball State Career Center.  She has extensive internship experience, confirming her HR passion through internships with Aldi as a District Manager Intern and at Red Gold as a Human Resources Intern.

Jennifer accepted a full-time position with Red Gold upon graduation in a truly generalist role, as she managed payroll, benefits, employee recognition and recruitment.  Then, after relocating to Indianapolis, Jennifer worked as a project manager for Walker Information, conducting large scale training sessions for global clients.

Now pursuing a graduate degree, Jennifer joined IUPUI as the Student Employment Consultant for the Office of Student Employment while enrolling in graduate courses for Adult Education.   She works full-time with IUPUI students who are seeking part-time employment.  Through presentations and one-on-one sessions, Jennifer mentors …

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Indiana INTERNnet announced today the arrival of Janet Boston; she most recently was the director of marketing/director of regional services for the Arts Council of Indianapolis. Boston has a bachelor’s degree in business from Indiana University and an MBA from Butler University.

Boston brings extensive management, communications, marketing, planning and fundraising skills to the executive director position, according to Indiana Chamber President Kevin Brinegar. The Indiana Chamber has managed the Indiana INTERNnet program, which is funded by a grant from Lilly Endowment, since January 2006.

“In particular, we believe Janet’s track record of leadership and relationship-building in the community, non-profit and corporate worlds are ideal for working with the various interests involved in Indiana INTERNNet – be it the students, businesses or universities.”

Indiana INTERNnet was formed in 2001, shortly after a series of studies done in collaboration with the Indiana Chamber, the Indiana Commission of Higher Education and the …

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Entry by Pat Patterson

Do you need help creating a new or enhancing an existing internship program?  Look no further, Indiana INTERNnet recently updated a valuable resource – Intern Today, Employee Tomorrow: The Indiana Employer’s Guide to Internships.  The guide details how to start an internship program within your organization – from why you should hire an intern to developing your program, recruiting and managing your intern, and any human resources issues to consider. 

The guide is now available from the Indiana INTERNnet home page, www.workandlearnindiana.com, under “Events, Forms and Reports.”  Paper copies are available upon request.  Don’t forget – you may also contact Indiana INTERNnet at (866) 646-3434 to schedule a custom internship program assessment focused on your organization’s specific needs.

Entry by Pat Patterson – from the January 2011 INTERNnetwork

Non-traditional Interviews

Virtual Interview
With today’s technology, interviews do not necessarily need to be face-to-face. If you are unable to meet with students for interviews or vice versa, conducting an interview via video/audio equipment may be a viable option. Many career services offices have webcams and Skype accounts to accommodate students and employers for virtual interviews. If your organization typically conducts preliminary phone screening interviews, you may even consider a virtual interview as a substitute.

Meal Interview
If you have a client-focused organization that regularly involves interacting with different individuals, including lunch or dinner meetings, consider interviewing students over lunch or dinner. By doing so, you may be able to gauge a student’s social skills and mannerisms in a more relaxed setting. Even if you are not a client-focused organization, conducting interviews over meals may …

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