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College of Management Career Development Staff Offer Tips for Creating an Effective Internship

“As with all goals, incorporating meaningful internship experiences into a company’s human resource program takes some work, but the results may pay dividends for years to come,” said Brenda McCarthy, director of career and internship development in the North Carolina State University College of Management’s Undergraduate Program Office.

She knows. McCarthy has been working with internship and other career development programs for over 16 years, both in her current position at NC State College of Management and in previous roles in Michigan.

“Employers who bring interns on board for a semester or for a special project benefit twice,” she said. “First, they benefit from the work done by the extra manpower that a student provides for an immediate project. Then, looking to the future, they stand to benefit from having a prospective candidate for full time positions.”

But developing an internship program that brings value to the company and helps the student develop professionally takes some planning.

Drawing on her experience, McCarthy has developed a five-step guide for organizations that want to begin an internship program or to improve on their existing program. She also is available to present an overview of the program to professional organizations and employer groups.

A quality internship program, she said, “is a carefully monitored work or service experience in which a student has intentional learning goals and reflects actively on what he or she is learning throughout the experience,” McCarthy said. The end result for the student is academic, career or personal growth, and professional development.

Briefly, her McCarthy’s five steps for starting an internship program are:

  • Set goals. Clarify what your organization hopes to achieve from the program.
  • Write a plan. Include a clear job description, expectations and goals, and the involvement of a mentor.
  • Recruit interns. Write your recruitment plan, to reach the students you need.
  • Manage the interns. This requires being prepared from day one, with orientation, resources needed to do the job, a list of projects, and a plan for monitoring progress.
  • Keep your focus on the future. Today’s intern may well be the quality employee you need in the future. Watch for the skills you want in candidates for full time positions.
  • Professional organizations interested in a presentation on developing an internship program may contact McCarthy directly.