Internships Benefit Employers As Well As Students
ningcontentBecause the job market is getting tougher, today’s college students are encouraged to do at least one internship, if not more, before graduating; and they’re being advised to begin doing them as early as their sophomore year. This is because employers want entry level employees who are not only educated but experienced, and the only way to get experience is by getting a job in the industry where one wants to work. This common cunundrum no longer applies to recent college graduates. They can do internships, so there’s really no excuse for not having the experience needed before going out in search of a career.
No one ever disputes the value of internships that actually put interns to work on projects that will enhance what they’ve learned in their classrooms. What isn’t often discussed is how interns benefit employers.
Mary Lin, Marketing and Public Relations Director of Prescott College, has had a “fantastic experience” with the two interns she hired over the past two years. Not only were the interns “cooperative and enthusiastic” even when they’re sometimes asked to put in extra hours, but they also gave Lin’s staff an opportunity to learn the “latest” and to act as mentors, which can be very rewarding. “Interns feel like valued members of the process and systems of work,” Lin said.
Patricia Harman is the director of communications for the Restoration Industry Association (RIA), “the leading trade association for cleaning and restoration professionals worldwide.” Harman, who also teaches at a college in her area, outlined her top 10 list of the reciprocal benefits of hiring interns:
“1. Today’s students are extremely well versed in new technology. Our interns work on our website, create our PPT presentations and show a lot of our “old dogs” some new tricks.
2. They add a great outside perspective to many of our projects.
3. They help us find creative solutions we may not have considered.
4. Because they’re anxious to learn and get experience, they’re willing to work on just about any project we give them. (We give them real work and try not to waste their talents on mindless tasks.)
5. They’re a great source of new employees for our company.
6. We work hard to give our interns real experiences that will look good on their resumes or in their portfolios, so they’ll have an advantage over other job applicants.
7. We can afford them.
8. They can be a big help when regular staff members leave or go on vacation, or we have a major event that requires more staff.
9. They usually have very good ideas and aren’t encumbered by politics or past history. 10. Since we publish a monthly magazine and an e-newsletter, I benefit from having additional writers on staff.”
While it’s true that not every company can afford interns, those that can do themselves a disservice by not creating an internship program that will not only help college students get much needed practical work experience, but will also help the company teach older employees how to use new technology, bring in fresh perspectives, and facilitate their searches for quality new hires. For example, when Harman’s assistant got another job, she chose one of her interns to fill the position. And at Prescott, exemplary interns in Lin’s office were able to “move into other positions as a result of their execllent service as interns.” Clearly, internships are beneficial all around.
