Younger generations provide new insight, ideas, and intentions to the workplace. As they are gearing up to enter the workplace, internships can be a valuable resource that provides benefits for both the intern and the organization sponsoring the internship. For an association, internships can be a great way to promote your association to a market that you may not be reaching already.
It’s no secret that younger generations are looking for careers that are meaningful and make a difference. In order to do this, they look to work for organizations with a mission that they connect with. As associations are looking to gain more memberships from younger generations, internship programs can get the word out about joining or potentially working for an association.
The most effective programs benefit both the intern and the organization. They provide valuable entry-level experience to the interns and can become an effective recruitment tool, attracting high-level candidates.
If you manage an association you might be interested in creating an internship program for your staff. You may also, however, be charged with helping your members create programs for their own companies. Either way, best practices for creating an effective program will help start an internship program and take an existing one to a new level. Here are our suggestions:
Be Intentional
Make a great impression on new interns with a well-designed program that is familiar to everyone in your association. Don’t wing it. Plan the details. After all, this is a prospective candidate’s first glimpse into your culture. Show them your best.
Assign a Dedicated Intern Manager
It doesn’t matter if you have one intern or 100, someone needs to manage the program, and often that’s someone in human resources. Line managers may be able to answer most questions, but it’s best to have someone to act as an advisor for interns. Also, a program manager can ensure that your association and the intern are getting the most from the internship.
Decide How to Compensate
Your association’s goals and financial situation will determine how you can afford to pay interns for their work. Students live on notoriously small budgets and some of the best may not be able to accept internships without a stipend. You’ll be competing against other companies, so make your offer the best it can be. If you can’t financially pay your interns, make sure you are compensating them in some other way. This can include career growth, free membership, direct mentorship opportunities, or free courses or certifications that your association provides - especially if the intern hopes to work in your industry one day. Other ways to compensate include college credit, relocation bonuses, subsidized housing, or scholarships.
Winning a place in a valuable internship program can help boost a promising career. Making the program attractive by providing meaningful work, growth opportunities, networking opportunities, and a stipend, among other benefits, can help companies compete for talented students with an interest in the industry.