Transform Your Transform Your Internship Program: Internship Program:

Tips for Recruiting, Managing and Evaluating Your Student Talent

Tina MooreRegina Waters

Jill Wiggins Drury University

Center for Nonprofit Communication Conference 2012

Center for Nonprofit Communication Conference 2012

Complete this thought:Complete this thought:

We really could use an intern…We really could use an intern…

IntroductionsCenter for Nonprofit Communication Conference 2012

Recruiting InternsCenter for Nonprofit Communication Conference 2012

Preparing to RecruitPreparing to Recruit

Identify needs of organization

Develop a job/internship description

Paid vs. unpaid? (Refer to DOL Fact Sheet #71)

Who will supervise the intern?

Will you require the student to earn college credit?

Center for Nonprofit Communication Conference 2012

How to Recruit an InternHow to Recruit an Intern

Faculty Members

Professional Organizations

Job Fairs

Current/Former Interns

University Career Centers◦Internship Coordinators◦Job Databases (Optimal Resume)

Center for Nonprofit Communication Conference 2012

Selecting an InternSelecting an Intern

Review applications/resumes

Schedule interviews

Check references

Extend an offer

Center for Nonprofit Communication Conference 2012

Managing/Mentoring Your InternsCenter for Nonprofit Communication Conference 2012

College/University RequirementsCollege/University Requirements

If the student is earning credit, make sure you know the expectations/requirements of the institution (Drury internships)

Signing appropriate paperwork

Corresponding with faculty/internship coordinator

Evaluations

Center for Nonprofit Communication Conference 2012

Expectations of InternsExpectations of Interns

A qualitative study reveals:

◦Exposure to field of study

◦Perform mundane vs. meaningful tasks

◦Acquire relevant skills

◦Career advancement

◦Compensation

Center for Nonprofit Communication Conference 2012

Setting the ToneSetting the Tone

Clearly define expectations◦Work schedule◦Timekeeping◦Dress code◦Other company policies

Social media, etc.◦Start and end dates for internship

Determine goals for both you and the internProvide appropriate orientation and training

Center for Nonprofit Communication Conference 2012

Mentoring Your InternsMentoring Your Interns

Invite them to professional organizations/ meetings

Include them in meetings when appropriate

Ask for their feedback/ideas

Provide regular feedback

Provide ongoing training

Center for Nonprofit Communication Conference 2012

Challenges Facing Challenges Facing Mentors/SupervisorsMentors/Supervisors

Too Little Time – to recruit, mentor, teach, delegate

Interns/new grads not receptive to constructive feedback◦Dress/Appearance/Professionalism◦Quality of Work/Writing Skills◦Interpersonal Skills

Problems with written evaluation tools

Center for Nonprofit Communication Conference 2012

Evaluating the Intern’s PerformanceCenter for Nonprofit Communication Conference 2012

Comparison of Intern & Supervisor Comparison of Intern & Supervisor RatingsRatings

McDonough, Rodriguez, and Prior-Miller Study (Journalism & Communication Educator, 2009)

Compared assessments: midterm & end On final evaluation, interns rated themselves

higher in the areas of:

- interpersonal skills (comm. with others/take direction/accept constructive criticism)

- professional conduct (punctual/dress/initiative)

Center for Nonprofit Communication Conference 2012

Supervisor/Mentor Evaluations:Supervisor/Mentor Evaluations:Traits Seem to Trump Behaviors & ResultsTraits Seem to Trump Behaviors & Results

TraitsProfessionalism

(prepared, punctual, mature)

Take initiative (self-starter, curious)

Good communicator

Attitude/willingness to learn & grow

Ability to learn

BehaviorsUse skills, demonstrate

competencyAttention to

detail/accuracyRespond to directionsTimeliness/punctuality

ResultsGet job done, complete

defined tasks, meet goals

Center for Nonprofit Communication Conference 2012

Fine-tuning Performance Fine-tuning Performance Evaluation ToolsEvaluation Tools

Feedback that focuses on who a person is (traits) does not necessarily change what a person does.

Review performance evaluation tools to determine if there appropriate emphasis on behaviors and results.

Center for Nonprofit Communication Conference 2012

Sample Evaluation QuestionsSample Evaluation Questions

Behavior-based appraisal:

Produces well-written and accurate media monitoring reports. Never Rarely Sometimes Frequently Almost Always

Results-based appraisal:

Number of donations collected for XYZ Fundraiser: ____ (expected range: 30-40)

Trait-based appraisal:

Cooperativeness: Very Low Low Average High Very High

Center for Nonprofit Communication Conference 2012

Additional Tips for Additional Tips for Mentors/SupervisorsMentors/Supervisors

Provide a written job description and orally review the details of the description

Examine your assumptions about the cause of undesirable performance or behavior

Provide written and visual guidelines for workplace dress:◦ Don’t assume consistent interpretations of business and

business casual◦ Provide rationale for policies

Center for Nonprofit Communication Conference 2012

Questions and Questions and Discussion Discussion

Center for Nonprofit Communication Conference 2012