This presentation will focus on how increasing the number of internships can increase your placement numbers and how a new program of the CHE may help students with financial need find internships.
Welcome. I’m Janet Boston with IIN and this is Amanda Stanley with the CHE. We are your presenters today. First, I always like to start by knowing a little about the audience. I see many familiar faces in the room. By show of hands, how many of you are familiar with Indiana INTERNnet? How many of you use it in your work? Housekeeping: Indiana INTERNnet staff are available to assist you in setting up your accounts, showing you how to use your workspace to track your students’ internships through our program and to clean up duplicate organizations. Please stop by our table sometime during the day, and Ann Mears and Katie Coffin will assist you.
Before we begin, I have an important announcement to make. Each year, Indiana INTERNnet celebrates internship success through the IMPACT Awards at an awards luncheon. IMPACT Awards are given in these categories. Nominations forms are on line at www.IndianaINTERN.net or we have several copies with us at the conference. We received close to seventy nominations last year and IU’s Sara Pennington-Busick was awarded Career Development Professional of the Year. Registration for the event is open. We’re excited to have Peter Dunn, aka Pete the Planner as our keynote speaker and Gerry Dick is always wonderful to Emcee the event. With close to 250 attendees we outgrew our space at the Eiteljorg Museum of American Indians and Western Art and are pleased to hold the event on the campus of our title sponsor Ivy Tech Community College. I hope you will make several nominations and attend the luncheon.
A couple of facts that are important framework for the presentations today. Graduates follow jobs and internships often lead to jobs. According to the 2013 Internship & Co-op Survey conducted by NACE, intern hiring will increase by 2.7 percent this year. More than one-third of respondents’ total 2012-2013 expected new college hires will come from that organization’s internship and co-op programs. Less than last year’s percentage of 40%, this year’s figures still represent a significant portion of new recruits originating from these programs. The conversion rate for interns dropped this year to 48.4%. The conversion rate in 2012 was an all-time high of 58.6%. Contributing to the decline in the conversion rate is the fact that employers made full-time offers to 56.5% of their interns, compared to 60% last year. While fewer offers were made, the acceptance rate remained almost unchanged, going from 86.5% last year to 85.6% this year. Retention rates are also higher for full-time hires coming from an employer’s own internship/co-op program. Shows the increased importance of internships for students. Also for employers’ recruiting efforts. Just over 55 percent of the Class of 2012 took part in an internship or co-op at some point during their college career, according to the results of NACE’s 2012 Student Survey. That’s up slightly over last year: Approximately 52 percent of the Class of 2011 reported having an internship/cop-op experience. Indiana INTERNnet conducted a survey of employers, recent alumni and soon to be graduates earlier this spring. Nearly 55% of employer respondents considered a relevant internship to be either important or very important when hiring recent college graduates. Moreover, 59% agreed strongly or moderately that their internship program is an important tool to recruiting entry-level employees.
What is an internship.
Increased Productivity We often hear from employers that it takes more time to supervise an intern that it is worth. First, increased productivity is not the only reason to have an intern, but I can assure you that interns can increase productivity. Assuming an eight-hour work day, employing just one intern for one semester can increase your organization’s productivity by 7.5 work days. Refer to chart. This is conservative.
Reduced Recruiting Costs More and more employers are utilizing their internship programs as a key component of their recruiting efforts. Extended interview. A time to learn if the individual is capable of doing the work and if they fit the culture of the organization. And, correcting a poor hiring decision can be extremely costly. Gain Fresh Perspectives Interns bring new ideas to the table. And they often have current skills that other employees may not have: social media, technology, etc. Remain Competitive Within Industry In highly competitive fields such as information technology and engineering, your competitors are hiring interns, so you may be left behind if you don’t do so too. I had an employer tell me the other day that students were expecting that they offered internships. Exhibit Corporate Citizenship Mentor our youth. Increase Diversity Within Organization When we say diversity, it could mean many things: ethnicity, race, gendor, age, etc. Offer management experience to employees working as intern supervisors Staff development benefits.
Traditionally, we think of internships as a semester-long experience. Internships can be defined to meet the needs of your organization.
I cannot stress enough that you know the Department of Labor rules regarding intern compensation. Fact Sheet #71 is reprinted in the Employers Guide. We are following several lawsuits initiated by interns (both paid and unpaid). EARN partnership with the CHE.
We encourage students to participate in as many internships as they can. Often, they say to us at career fairs that they don’t need an internship until the summer between their junior and senior year. They are only thinking about the required internship—not the many benefits they would gain from others.
We are in our 12th year. Began as a result of brain drain research conducted by the Indiana Chamber of Commerce showing that Indiana was losing its talent to other states because students couldn’t obtain employment. We have already shown the NACE statistics regarding the positive correlation between internships and employment. Began as a central Indiana initiative—a partnership between the Indianapolis Chamber of Commerce and the University of Indianapolis. About five years into the program, became a state-wide initiatives, formed a 501(c)3, and aligned with the Indiana Chamber of Commerce as our management partner. We are additional resource for your students.
Workforce development and economic development initiatives. Stress new regional initiatives. Partnerships such as the one with the Commission for Higher Education and TechPoint. Partnership with Intern Bridge to provide content for employers and educators. IMPACT Awards recognize… 250 attendees Approximately 70 nominations
High Tech Services Blogs (Guest & Staff Entries) News updates Social media: LinkedIn, Facebook, Twitter, YouTube, Pinterest. www.IndianaINTERN.net Relaunched in May 2011 with increased searching, matching and tracking capabilities. We encourage all of you to register your organizations and post your internships on our website. If you need assistance, we will be pleased to help. Just contact us.
Underlying these statistics: Minimal promotion and outreach Lack of differentiation from FWS Cumbersome search process (chief complaint from current employers) Ultimately, the program does not “sell itself”
“Now is the time for Indiana to lead this change into experience based learning, while driving linkages from these learning experiences into career opportunities within Indiana’s economy. The Commission for Higher Education is uniquely poised to be a catalyst for defining and identifying experiential opportunities and the proper approach to recognize and incentivize them.”
Tying the student eligibility to the Big 3 programs creates an additional selling point for employers: these students have performance requirements in addition to financial need.
Employers will have the option of limiting applicants to only EARN-eligible students.
Indiana inter nnet presentation
Focusing on the
Students with Financial
Janet Boston, executive director,
Amanda Stanley, director of program
relationships, Indiana Commission for
• Intern of the Year
Non student (at time of internship)
• Employer of the Year
• Career Development Professional of
Jobs are the #1 reason Indiana
attracts and/or retains young
Internships lead to job offers,
according to NACE’s 2013 Internship
& Co-op Survey
An internship is a form of structured and
supervised experiential learning that
provides students practical experience in
their chosen fields
Reduced recruiting costs
Gain fresh perspectives
Remain competitive within industry
Exhibit corporate citizenship
Increase diversity within organization
Offer management experience to
employees working as intern supervisors
• Internships: short-term, projectbased, virtual, traditional
• Interns: post-degree, non-degree,
Resume/portfolio building assignments
Provide professional development
Exposure to community
Offer/invite to social activities
Provide access to leadership
Mentoring: meetings at least bi-weekly
Compensating an Intern
• Know what competition offers
• Parking, lunch, housing, equipment,
rewards programs, scholarship
• Stipends, academic credit
• Abide by laws (Fact Sheet #71)
• Apply academic coursework to the
• Explore career interests
• Enhance responsibility/transferable skills
• Build resume/portfolio
• Expand network to gain full-time
Why Indiana INTERNnet?
• Brain Drain Research
• Internships Employment
• Indiana INTERNnet program
Indiana INTERNnet exists to
increase the quantity and quality of
experiential learning in the state of
Indiana in order to retain
Indiana INTERNnet is a FREE
internship-matching program linking
individuals seeking internships, Indiana
employers, and Indiana high schools,
colleges and universities
We provide high-touch and high-tech
service to anyone seeking or promoting
High Touch Services
Internship Hotline/Feedback Button
Executive Director, Indiana INTERNnet
Connect with Us:
Revamping the State Work Study Program
Director of Program Relationships
Commission for Higher Education
• Background: Why change work study?
• Thomas P. Miller & Associates analysis
• Introducing EARN Indiana
• Key Recommendation: Use program to
promote experiential learning
• Other structural recommendations:
– Extend employer eligibility to private companies
– Keep it simple
– Consider priorities
– Coordinate and leverage federal resources
– Reexamine student eligibility requirements
– Communicate more proactively with students
– Increase recruitment assistance
– Rebrand the program
• Program Improvements
– Establish more rigorous evaluation process
– Provide more employer support
– Establish employer participation guidelines
(Employment Aid Readiness Network)
• Gives students with financial need access to
résumé-building, experiential, paid positions
• Provides employers up to 50 percent wage
match for hiring EARN students
• Enhances student-employer matching through
partnership with Indiana INTERNnet
• Employer eligibility based on internship
offered – is it experiential?
– Private companies may participate
– All employers may participate year-round
• Student eligibility remains need-based
– Must be full-time
– Must be offered a Frank O’Bannon or 21st Century
Internship must provide experiential learning,
•Last at least 8 weeks
•Be 12 to 20 hours per week (12 to 40 during
•Not be political
•Be less than 25% administrative in nature
•Contain a mentoring component
•Not already be designated as Federal Work Study
Applying & Other Logistics
• Students and employers apply to participate
via Indiana INTERNnet
• EARN-eligible students and positions marked
• Sophisticated search technology helps
recruitment and placement
• Employers claim reimbursement directly from