1. Kirsten Prange Assistant Director-Student Services/Internships Indiana University-Kelley School of Business Undergraduate Career Services Office RUNNING THE INTERNSHIP RACE: SETTING UP FOR SUCCESS Last year 137 employers conducted over 2,900 internship interviews at Kelley

2. Vetting internship opportunities Standards for credit approval Posting positions and attracting candidates Marketing internship opportunities Internship structure Internship Expectations-Employer and Student TOPICS OF CONVERSATION

3.  The need to balance: Best interest of the students while providing as many opportunities as possible.  Students rely on their career centers as the SME’s-if we post, we “validate”  Protecting the reputation of what we are “endorsing” as a valid, productive internship  Unpaid internships VETTING INTERNSHIP OPPORTUNITIES

4.  Base of 9 weeks, minimum of 35 hours weekly (minimum total of 315 hours)  Have defined employment dates  Experience must be supervised, based in an office* with access to a supervisor at least once a week  Contain meaningful learning components relative to the further understanding of their career field  Have responsibility for a relevant business function or project from start to finish  Experience will increase the student’s employability relative to their career goals BASE GUIDELINES FOR INTERNSHIP CREDIT COURSE APPROVAL AT KELLEY (2 CREDITS)

5.  Have defined employment dates (Internship must end before the student’s degree course work is completed)  Can not have an internship in their “final” semester after they have completed their academic work  The internship must be integral to the student’s educational experience (must support the learning outcomes of their degree program) therefore:  Skills learned or developed must reinforce the student’s degree/education  The activities/tasks/projects that will be done to ensure this learning must be defined  Department of Homeland Security- request for additional information ADDITIONAL GUIDELINES FOR INTERNSHIP APPROVAL-CPT/INTERNATIONAL STUDENTS

6. Employers need to understand why students want an internship and what kind of work environment most of them desire- MARKETING INTERNSHIP OPPORTUNITIES

7. Employers need to understand why students want an internship and what kind of work environment most of them want:  “Test drive” their area of interest  Not just another experience on their resume  Gain competitive skills for fall/full-time recruiting  Already thinking about full-time conversion when considering an internship opportunity MARKETING INTERNSHIP OPPORTUNITIES

8. The On-Campus job posting Ineffective- A “cut and paste” from company website Lacking significant details about projects, responsibilities Vague qualifications Lacking indicators of company culture or the “fun/social” side of the workplace

9. MARKETING INTERNSHIP OPPORTUNITIES Will this speak to a Millennial? 1-2-3 Company is looking to hire an intern and will utilize the creative and interpersonal skills of the candidate. We sell niche products for the construction, agricultural and power sports equipment markets. Sixty percent of the job is growing existing accounts. Forty percent is looking for new business for existing account managers. If successful, your internship can continue throughout the senior year of college, and potentially, beyond that to a full-time employment position.

10. MARKETING INTERNSHIP OPPORTUNITIES Giving them the whole picture During the 12-week summer experience, interns will take on meaningful work assignments and make tangible contributions to the team’s success. Interns are assigned to one position within Merchandising – primarily Buying or Merchandise Analysis. Within those functions, interns are placed within a specific department in the respective merchandising role – past interns have worked in areas including Nike Apparel, Golf, Footwear, Outdoor Lifestyle, NCAA Licensing, and more ! The program also offers the potential to work in other categories, such as Merchandise Planning, Finance, IT or Supply Chain. This structured and well-organized program provides on the job training, classroom instruction, cross-functional departmental exposure and an end-of-program project presentation. Interns also participate in professional development workshops, allowing for extended education on the company, the retail industry as a whole, and additional business skills and knowledge. Extensive exposure opportunities to meet senior leaders and attend a private lunch with our Chief Executive Officer are just a few of the vast networking opportunities interns gain throughout the summer. Additionally, XYZ provides interns many chances to interact, live the brand, and experience some summer fun outside the office through sporting events, social activities, and networking nights. Fully furnished summer housing is provided for interns who reside outside of the area.

11. Some of your experiences will include: An orientation to introduce you to the company, city, the program and your classmates Working with associates who are experts in their area of business Attending various workshops to learn about other areas of the company Participating in intern only Q&A sessions with senior leaders throughout the summer Working for a day in one of our local city stores A variety of social and networking opportunities with your fellow XYZ Company associates Watching a insert baseball team here game from the XYZ Company suite Working a 40 hour work week, Monday – Friday Skills we are looking for: A competitive spirit with a passion for results Demonstrated leadership skills Strong analytical and problem solving skills Organization and planning abilities A dynamic communication style with an interpersonal savvy to clearly and effectively communicate across a wide range of diverse people Ability to work in a fast paced and deadline oriented environment Providing more detail in the posting will produce more of the RIGHT candidate applying for the position!

12. MARKETING IN THEIR SPACE

15. Tech treat Visually attractive Quick quals Perks that matter to them

16. PREPPING THE PIPELINE EARLIER-ADVICE FOR EMPLOYERS Students are being recruited earlier, the highest quality students can become competitive for internships as sophomores Stretch the marketing efforts of your industry and company to allow freshmen and sophomores to participate Information sessions (can be web-based) geared toward their class level (education based) to prepare them for internship recruitment as juniors Informal meet and greets or RSVP networking events Participate in Career Panels, Student Organization events Provide Job shadow opportunities

17. INTERNSHIP STRUCTURE-SETTING EXPECTATIONS Meaningful, challenging work- make me more competitive Interact with people at different levels in the organization Opportunities to be included in the company culture- feel like they belong Mentorship and consistent, constructive feedback Responsibility and accountability Goals and objectives to achieve

18. INTERNSHIP STRUCTURE-SETTING EXPECTATIONS Positive attitude, take initiative Self-management Teamwork in relation to your skill set Tech savvy Analytical thinking, creative thinking to solve problems Return on investment?

19. QUESTIONS/DISCUSSION