INTERNSHIP BEST PRACTICES: FOR EMPLOYERS Presented by: Midwest Association of Colleges and Employers Experiential Education Committee

PRESENTERS: Crystal Stockdale Director, Employer Relations and Internships The University of Iowa Alexa Smith University Internship Program DePaul University Rachel Gordon Campus Recruiting Manager Pricewaterhouse Coopers Julie Franzen University Relations Associate Mercer

AGENDA  Definition of “Internship”  Benefits of Hosting Interns & Creating an Internship Program  Recruiting and Marketing on Campus  Differentiating your Internship Program  Successful Program Examples  Resources and MWACE Information

DEFINITION OF “INTERNSHIP” An internship is a form of experiential learning that integrates knowledge and theory learned in the classroom with practical application and skills development in a professional setting. Internships give students the opportunity to gain valuable applied experience and make connections in professional fields they are considering for career paths; and give employers the opportunity to guide and evaluate talent. National Association of Colleges and Employers (NACE)

Benefits of Hosting Interns Recruit & Evaluate Fit Mentoring & Leadership Development Fresh Perspectives Seasonal Projects Build Campus Brand

INTERNSHIP STATISTICS: 65-68% of employers seeking interns this year - -Dr. Phil Gardner, Collegiate Employment Research Institute – Recruiting Trends >77% cited recruiting & evaluating candidates = most important goal 75% use their internship program to increase visibility & market 60% identified their commitment to student development - MWACE 2010 Internship Survey

CREATING AN INTERNSHIP PROGRAM

System for Regular Feedback Meaningful Projects and Responsibilities Designated Supervisors Clearly Defined Objectives and Goals Support of Top Administration

INTERNSHIP REQUIREMENTS Create a job description:  Number of hours and weeks required to work  Learning objectives  Projects, feedback and ongoing support  Related to Major Field or Career Area of Interest

COMPENSATION The exact salary and benefits you pay student interns are determined by you and the student. Average wage can vary by school, major and student status. How much should interns be compensated? If you do select to host unpaid interns, it is important to be providing a substantial educational experience and follow the Department of Labor’s Fair Labor Standards Act. Six criteria have been instituted to define an unpaid intern. Paid or Unpaid?

RECRUITING AND MARKETING ON CAMPUS

RECRUITING PROCESS

Talent Selection On-campus interview process Evaluation process Office/additional interview process Offer process Staying connected to your recruits Talent Identification Plan your campus recruiting calendar Promote your events and activities Spend time on campus Pre-Work Determine your hiring strategy and your hiring needs Create job postings/descriptions Determine your candidate application process

RECRUITING - TIPS FOR SUCCESS Strong campus relationships High level of involvement on campus Implementation of a campus recruiting team Identify candidates early & maintain pipeline

DIFFERENTIATING YOUR INTERNSHIP PROGRAM

PWC INTERNSHIP OVERVIEW Outstanding Training Program Personal Relationship with Buddy & Coach Significant Client Exposure & Experiences Continuous Feedback & Learning Opportunities Community Service Activities & Fun Social Events Internship Development Program (Disney!) International Experiences (limited)

MERCER INTERNSHIP OVERVIEW Paid Internship at Locations Throughout the U.S. First Hand Experience of Life as an Analyst Mentor to Provide Support & Guidance Participation in Mercer’s Performance Evaluation Process Formal Training Activities & Lunch & Learns with Leadership Job Shadowing Other Business Segments And, Don’t forget FUN! Business & Social Events

MERCER INTERN GOAL-SETTING AND EVALUATION PROCESS TIMELINE TimingYour responsibilities Week 1 Set goals  Meet with intern to establish a list of goals End of Week 2  Confirm with your College Recruiter that you met with the intern and established agreed-upon goals Week 4  Remind intern to complete self-evaluation  Collect feedback from peers and colleagues working with the intern  Complete the Performance Evaluation Form Week 5 Mid-point evaluation  Meet with intern to review the self-evaluation, learning progression, progress against goals and any developmental opportunities; revise goals, as needed  Provide a copy of the completed Performance Evaluation Form to your College Recruiter  Provide a confidential recommendation to your College Recruiter on the probability of a full-time offer Week 10 Final evaluation  Ask your intern to complete a second self-evaluation  Collect feedback from peers and colleagues working with the intern  Complete the Performance Evaluation Form  Make final recommendations to College Recruiter about extending either a returning intern offer (if graduating 12/12 or later) or a full-time employment offer By last day of internship  Review results with intern and provide feedback  Send a copy of the final evaluation form to your College Recruiter Meet with your intern periodically to discuss progress and provide feedback

MERCER INTERN GOAL-SETTING AND EVALUATION PROCESS INTERN PERFORMANCE EVALUATION FORM

ADDITIONAL INTERNSHIP RESOURCES  MWACE - Midwest Association of Colleges and Employers:  NACE - National Association of Colleges and Employers:  Department of Labor Fair Labor Standards Act: - Test for Unpaid Interns  Collegiate Employment Research Institute at Michigan State University:  The University of Iowa Internship Webpage:

WHY MWACE?  Create relationships with colleges and employers from across the Midwest  Access to hiring and recruiting trends  Free position opening posting board  Best practice and tech webinars  Employer networking sessions  Annual conference and recruiting trends conference To learn more go to

PRESENTER CONTACT INFORMATION  Crystal Stockdale:  Alexa Smith:  Rachel Gordon:  Julie Franzen: