1. Internship best practices: for employers
Alexa: Welcome to the Internship Best Practices webinar for employers! Today’s webinar is presented by MWACE Experiential Education Committee.
Tuesday, January 8th, 2013
Presented by:
Midwest Association of Colleges and Employers
Experiential Education Committee

2. Presenters Career Services Specialist Ashford University
Patricia Niemann
Career Services Specialist
Ashford University
Alexa Smith
University Internship Program, Assistant Director
DePaul University
Laura Piemonte
College Relations Program Lead
Allstate Insurance Company
John Markovich
College Relations Manager
Macy’s
Alexa:
My name is Alexa Smith and I work with the University Internship Program at DePaul University and I am co-presenting with Patricia Niemann, Career Services Specialist from Ashford University. We are joined by MWACE Employer Member Laura Piemonte, College Relations Program Lead at Allstate and John Markovich, College Relations Manager from Macy’s.

3. Agenda Definition of “Internship”
Benefits of Hosting Interns & Creating an Internship Program
Recruiting and Marketing on Campus
Differentiating your Internship Program
Macy’s and Allstate: successful program examples
Resources and MWACE Information
Alexa: Today’s webinar will cover:
Laura from Allstate and John from Macy’s will share tips for recruiting and marketing on campus, how you can differentiate your internship program from other programs, and provide specific examples of internship projects and structure.
We will also provide you with labor guidelines and MWACE information if you require additional information before starting your program.

4. Definition of an “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)
Alexa:
Before we discuss successful internship programs and strategies, I want to start today’s webinar by addressing the definition of an internship. On the slide you can see thatMain difference from a job: An internship has objectives for instruction and expected results and/or skills developed from learning.
Internship Basics:
Internships should balance the work needs of the organization and the learning goals of the intern
Internships promote academic, career, and/or personal development
Internships may be paid or unpaid and can be full-time or part-time
Internships are distinguished from a short-term job or volunteer experience in that there is an intentional “learning agenda” structured into the experience
The duration may be anywhere from eight weeks to two years, but typically last the course of a semester
In summary, an internship program should provide the student with meaningful work experience, and the employer with a qualified employee to carry out the work. An internship should not be created solely to carry-out clerical and/or less desirable tasks; interns should be challenged by and learn from their internship in ways that contribute to their educational and career goals.

5. Internship Statistics
“Nearly 90% of organizations with internship and co-op programs plan to seek new interns and co-ops during this academic year.” – CERI
“60% of 2012 college graduates who took part in paid internships received at least one job offer.” - NACE
Alexa:
Fast Facts about Internships: “Nearly 90% of organizations with internship and co-op programs plan to seek new interns and co-ops during this academic year.” – Recruiting Trends Report
“60% of 2012 college graduates who took part in paid internships received at least one job offer.” - NACE
These statistics support the increasing importance of internships as a hiring strategy for new talent. Employer goals for hosting an internship program include providing a professional development opportunity for full-time staff, additional help with staffing and project work, develop talent for the profession and provide opportunities for mentoring and social responsibility.
Sources:
Collegiate Employment Research Institute (CERI), Recruiting Trends ,
National Association of Colleges and Employers (NACE), 2012 Student Survey,

6. Benefits of Hosting Interns
Recruit & Evaluate Fit
Mentoring & Leadership Development
Fresh Perspectives
Seasonal Projects
Build Campus Brand
Patricia:
Benefits of hosting interns include:
Recruitment and Evaluating Fit:
Proven, cost-effective way to recruit and evaluate potential employees and assess students’ work and “fit” with the company before making a long-term hiring commitment.
Enhanced recruitment and retention outcomes, hence, improving your “bottom line”
Reduce turnover and training time for entry-level employees
Mentoring and Leadership Development:
Allows professional staff to pursue more creative projects or mentor incoming interns for their own professional development
Fresh Perspectives:
Students bring new perspectives, concepts, ideas, and the latest technologies to your organization
Provide new and innovative solutions by applying the knowledge they received from their academic coursework
Seasonal Projects: Provides quality candidates for temporary or seasonal positions and projects
An internship program can provide a year-round source of highly motivated pre-professionals
An opportunity to build your campus brand:
Greater chance of hiring the top students in your field through showcasing your business to potential employees
Increased visibility of your organization on campus and as a potential employer
Enhanced community image by contributing your expertise to the educational enterprise

7. 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
Patricia:
Internship Requirements Differ for Each Educational Institution. Recommend partnering with the schools you recruit from to ensure that you are setting your internship up within their requirements.
Creating a quality internship position requires some planning and research. Successful internships are characterized by the following components:
--Clearly defined objectives and goals for the internship program that are communicated to all staff
-Designated supervisors who understand and are committed to mentoring and internships
-Projects and responsibilities that are meaningful, clearly defined and not centered around clerical work
-A system for regular feedback on student performance and the intern program itself

8. 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, location.
Average wage ranges between $13-$17
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?
Patricia:
Compensation and Legal Requirements The exact salary and benefits you pay student interns are determined by you and the student. Usually you should expect to pay between 60%-80% of a full-time entry-level salary. We will be happy to advise you on appropriate salaries based on the major of the student.
Paid or Unpaid? If you do select to host unpaid interns, it is important to be providing a substantial educational experience and be aware of legal standards. Under the Department of Labor’s Fair Labor Standards Act, six criteria have been instituted to define an unpaid intern. For more information please review U.S. Department of Labor.
At the end of this webinar we have provided a resource slide with the Department of Labor guidelines.
Ave. Hourly Wage Source: Collegiate Employment Research Institute, Recruiting Trends ,

9. Recruiting and marketing on campus
Patricia – Introduce John Markovich College Relations Manager at Macy’s.

10. Macy’s Campus Recruitment
John Markovich, College Relations Manager, Macy’s
How to Attract the Best Candidates: Start Early!
Reaching Students Before the Career Fair
Maximizing Former Interns
Following Up
Connect & Pre-Select Best Practices

11. Macy’s Program Structure
Post positions on campus job board
Career Fair
Macy’s CONNECT Information Session
Optional: Classroom/Student Group Presentation/Networking
On Campus Interviews
On Site Interviews
Pro Tip: Constant contact throughout!

12. Reaching Students Before the Career Fair
Why?
candidates who’ve applied
Source Candidates
Campus job board resume books
Connections on campus

13. Maximize Former Interns
Call - then details
Ask about student organizations
Invite them to your events
Invite them to meals/coffee

14. Follow Up After the Career Fair Call #1’s, males, diverse candidates
blast 1’s and 2’s
Track their responses
Touch point 1x a week

15. Connect Best Practices
Reminder s
Candidates from Career Fairs
1 or 2 days before Connect
Add an article – personalize it!
Example: 6 Retail CEO's Among Forbes 100 Most Powerful Women
Candidates from Simplicity
“If We Haven’t Met Yet”
Candidates from “Other” Events

16. Interview Best Practices
Bring the best possible interviewers
Follow up with students as quickly as possible, both rejects and ongoing candidates
Personalize offer conversations based on interview feedback
John – Transition to Laura from Allstate at end of slide

17. Allstate Internship Program Overview
Paid summer internships at various locations; the majority at our headquarters in Northbrook, IL
Approximately 130 internship opportunities available per year
Standard is 12 week internships, with staggered start dates beginning mid-May through mid-June
Opportunities in various areas of the company; including Technology, Actuarial, Finance and Marketing
Laura Piemonte, College Relations Program Lead

18. Allstate Internship Program Overview
Internship Perks
Goals
Housing stipend provided for interns living 30 miles or more from reporting location
Juniors and sophomores are encouraged to apply for all opportunities
Must be returning to school after the summer is over to be eligible for an internship
Intern pay based on percentage of starting salary and year intern in school
Encourage intern managers to create internship opportunities that lead to full-time employment at the completion of a successful internship
Encourage qualified interns to apply for Allstate's three-year rotational Leadership Development Program
Encourage interns to become ambassadors for us at their campuses upon their return to school

19. Allstate Recruiting Timeline
August
Recruiters ask intern managers to anticipate their hiring needs so that we can start opening up the intern opportunities in September
September
Recruiters begin attending fall career fairs at our focus schools
Intern managers work with their recruiters to begin opening up their opportunities
October - December
Recruiters continue attending events at their focus schools
Recruiters begin making intern offers
Intern managers continue to open up their opportunities
January – March
Recruiters continue attending career fairs and events at their focus schools
Recruiters continue making intern offers
Intern managers should be wrapping up any additional intern openings
April
Recruiters make final intern offers
Intern managers can no longer create new intern openings
May – June
Interns begin arriving, start dates based on their school schedules

20. Allstate’s Recruiting Process: Promotions
Social Media
LinkedIn
Facebook
Twitter
Pinterest
YouTube
Career Communities
Glassdoor
Indeed
School Events
Career Fairs (general and targeted)
Meet and Greets
Volunteer opportunities in which schools ask for employer assistance
Targeted classroom participation when offered by faculty
Posting on their job boards
Diversity Organizations
ALPFA – Latinos in Business, Accounting, Finance
HACE – Hispanic Alliance for Career Advancement
NABA – National Association of Black Accountants
NSHMBA – National Society of Hispanic MBAs
We use a variety of sources to advertise and promote our intern program to students; these include:
Social Media – LinkedIn, Facebook, Twitter, Pinterest, YouTube
Career Communities – Glassdoor, Indeed
School Events – All encompassing for our seven targeted “core” schools; but will also attend functions at other schools if a hiring manager has a unique reason to target a particular school.
For our core schools, we participate in:
Career Fairs (general and targeted)
Meet and Greets
Volunteer opportunities in which schools ask for employer assistance
Targeted classroom participation when offered by faculty
Posting on their job boards
Diversity Organizations – We focus on specific diversity organizations and participate in their events; some of which are:
ALPFA – Latinos in Business, Accounting, Finance
HACE – Hispanic Alliance for Career Advancement
NABA – National Association of Black Accountants
NSHMBA – National Society of Hispanic MBAs

21. Building Your Internship Program

22. Allstate Internship Program Structure:
Planned activities provided; which include:
Formal onboarding program on start date
Lunch & learns with leadership
Professional development (i.e. networking tips, career building)
Mayhem Commercial Competition which promotes teambuilding
Bowling event with recruiters
Opportunities to:
Have mentors
Participate in community service activities
Participate in organized summer team sports activities with other Allstaters (i.e. basketball, volleyball)
Intern managers instructed to:
Develop a work plan with both short and long term projects
Provide feedback with a formal performance review near end of internship

23. Macy’s Program Structure
Store Management Internship Program
Leadership. Innovation. A positive Impact. Do you want an opportunity where you can use your skills to make a difference? During our 8-week paid Store Management Internship, you will be paired with a mentor and exposed to the day-to-day events of our dynamic, fast-paced industry. Business exposures include: customer service, store operations, associate development, human resources, visual merchandising, loss prevention, district management. This summer internship program is the first step to career in store management and beyond, potentially leading to an offer to join our Store Management Executive Development Program.  
Program structure:
Exposure to cross-functional departments and operations– we want you to experience all facets of running a multi-million dollar department store
Comprehensive week-by-week learning guide and touch-bases with various executives
Work on a business driving project that will utilize your leadership, communication, and business acumen skills
Shadow a successful Sales Manager Mentor who will help you enhance your leadership skills
Interact with executives to provide greater insight to the many career opportunities after graduation
What you have the opportunity to do:
Explore the dynamics of the retail industry in a supportive, challenging, and fun setting
Learn different aspects of the retail store environment including selling and service strategies
Work closely with management, customers and associates to maximize business potential
Analyze business trends and track sales and inventory
Participate in a live teleconference with our CEO and have the opportunity to ask questions
Meet other interns in your region and participate in a “Give Back” event during our 2 day Intern Summit
Gain exposure to Senior Management in your district and region
Conclusion to course, lecture, et al.

24. Macy’s Internship Program: Key Points
Formal Mentorship
Structure in curriculum
Exposure to all parts of our stores business, plus opportunity for Networking
Chance to meet and network with all other interns in region
Structured final project designed to have an impact on the business
Gradual progression from shadowing to hands on “doing”

25. Additional 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:
Patricia:
If you are interested in learning more about internship best practices, we recommend the following web resources.

26. Why MWACE?
Create relationships with colleges and employers from across the Midwest
Access to hiring and recruiting trends
Free job & internship posting board
Best practice and tech webinars
Employer networking sessions
Annual conference and Recruiting Trends conference
To learn more go to
Additionally, if you enjoyed the webinar today, please visit mwace.org to learn more about The Midwest Association of Colleges and Employers. This webinar was created by the Experiential Education Committee, but MWACE also offers access to hiring and recruiting trends, a free job posting board, conferences, networking events and other best practice webinars.

27. Presenter Contact Information
Laura Piemonte, Allstate Insurance Company
John Markovich, Macy’s
Patricia Niemann, Ashford University
Alexa Smith, DePaul University
If you have any additional questions, please contact us via and we will be happy to share more information on internship best practices. Thank you for listening to today’s Internship Best Practices Webinar for Employers.