UTSA AAC 2011 internship presentation


Published on

A presentation from the UTSA 2011 Academic Advising Conference in San Antonio, TX.

Published in: Career, Business
  • Be the first to comment

  • Be the first to like this

No Downloads
Total views
On SlideShare
From Embeds
Number of Embeds
Embeds 0
No embeds

No notes for slide
  • Internships are not an option they are expected
  • Establishing an internship program allows the organization to grow its future leaders. Bringing entry level candidates allows the organization to focus on its experienced talent on those jobs requiring that level of expertise. Ensures the company that there will be trained individuals available to move up if others retire or move on. Diverse populations are easier to identify at the college level than at the experienced level. There are minority schools, minority programs at major schools.
  • Internships give employers an informed vantage point from which to assess. The employer is better informed to judge what part of the organization would make best use of the student’s skills. Many employers avoid making costly hiring mistakes when the internship showed that there was not a match on one or both counts. Project work is the ideal way to structure the student’s work experience: A project has a defined learning outcome, a beginning and an end. It provides the student with clear parameters and a sense of ownership, the employer has a way to gauge the student’s contribution. Students are some of the best networkers and could reach out to other potential candidates. What kind of impression will you leave on the student.
  • Your program cannot succeed unless you have a solid base of appropriate student hires, so recruitment is critical. The UTSA career center can offer guidance and be your most reliable resource to guide you in which events will lead you to the candidates you seek. There are numerous ways that the career center can outreach for the employers: Rowdyjobs, career fairs, info sessions, table recruitment, mock interviews, on campus interviews etc.
  • UTSA AAC 2011 internship presentation

    2. 3. What is an Internship? <ul><li>Because the parties involved in the internship process—students, colleges and universities, and employers—have differing objectives, it is critical to have a definition of “internship” upon which all parities can agree on. Currently, the term “internship” is used to describe various experiences. Moreover, there are no guidelines by which employers, educators, and students can consistently define “internships.” To establish uniformity in the use and application of the term “internships,” the UTSA Career Center in conjunction with National Association for Colleges and Employers will use the following definition: </li></ul><ul><li>  </li></ul>
    3. 4. What is an Internship? <ul><li>An internship is a form of experiential learning that integrates knowledge and theory learned in the classroom, enables the student to gain practical experience as a professional under conditions conducive to educational development, an internship introduces the student the transition from college to work and a well structured internship program should help facilitate that transition. Furthermore, the internship experience should allow the student to network in professional fields they are considering for career paths, allow an opportunity for personal professional development, and give employers the opportunity to guide and evaluate talent. </li></ul>
    4. 5. Why students do Internship? <ul><li>Enhances the academic experience </li></ul><ul><li>Applicability (Textbook/Lectures to Career) </li></ul><ul><li>Career direction: allows the student to sample different career choices </li></ul>
    5. 6. Internships develops complex skills for the workplace and subsequent lifelong learning Image taken from: http://smalltalkbigresults.wordpress.com/2010/12/11/dont-be-an-accidential-liar/
    6. 7. Why are they important to Students? <ul><li>Exposure to a work environment </li></ul><ul><li>Learn from current professionals in the field </li></ul><ul><li>Establish networking and professional communication skills </li></ul><ul><li>Enhances a student’s resume </li></ul><ul><li>Internships lead to full-time positions </li></ul>
    7. 8. Students who participate in work-based learning score higher in measures of student success Gault, J., Redington, J., Schlager, T. Undergraduate Business Internships and Career Success: Are they Related? Journal of Marketing Education 2000; 22; 45 <ul><li>Interns earn higher starting salaries than their non-interning cohort </li></ul><ul><li>Salary differential persists and increases over time between interns and non-interns </li></ul>Intern vs. Non-Intern Salary
    8. 9. Impact of Internship Experience During Economic Recession Starting Salary Regressed on Job Market Period: Boom and Bust Job Markets.From “Determinants of Graduating Student Starting Salary in Boom and Bust Markets,” 2005, by J. C. Sandvig, C. K. Tyran, and S. C. Ross. <ul><li>Students with internship experience are more likely to find work in a weak job market </li></ul><ul><li>Students who intern are more likely to find a job faster than students who do not </li></ul>
    9. 10. Why do Employers have Internship Programs? <ul><li>Allows the organization to recruit new college graduates. </li></ul><ul><li>Brings in entry level prospects, to do entry level jobs. </li></ul><ul><li>New employees bring a fresh perspective to the workplace. </li></ul><ul><li>Aids in the organization’s diversity efforts. </li></ul>
    10. 11. Employers believe work-based learning has benefits for them and for students <ul><li>Employers hiring former interns is on the rise </li></ul><ul><li>93% of employers plan to hire interns in 2011, at a rate of 7% more than last year </li></ul><ul><li>44.6% of new hires came from employers’ own internship programs </li></ul>Jack Gault, Evan Leach, Marc Duey, (2010) &quot;Effects of business internships on job marketability: the employers' perspective&quot;, Education + Training, Vol. 52 Iss: 1, pp.76 - 88 Employers reporting hiring those with internship experience
    11. 12. How does it Benefit the Employer? <ul><li>Avoid making costly hiring mistakes </li></ul><ul><li>Helps determine if the student and the organization’s culture match </li></ul><ul><li>Evaluate if the student’s talent and interest match the opportunities available. </li></ul><ul><li>Provides project help </li></ul><ul><li>You send an ambassador back to campus </li></ul>
    12. 13. Internship Stereotypes <ul><li>Free Labor (Fair Labor Standards Act) </li></ul><ul><li>Internship are only in the Summer </li></ul><ul><li>Big company = better experience </li></ul><ul><li>Must be a Senior </li></ul>
    13. 14. Do you have to pay Interns? <ul><li>The US Department of Labor has outlined six criteria for determining if you have to pay interns </li></ul><ul><li>The training, even though it includes actual operation of the facilities of the employer, is similar to that which would be given in a vocational school; </li></ul><ul><li>The training is for the benefit of the trainees. </li></ul><ul><li>The trainees or students do not displace regular employees, but work under their close observation. </li></ul><ul><li>The employer that provides the training derives no immediate advantage from the activities of the trainees, and on occasion the employer’s operations may actually be impeded. </li></ul><ul><li>The trainees are not necessarily entitled to a job at the conclusion of the training period. </li></ul><ul><li>The employer and the trainees understand that the trainees are not entitled to wages for the time spent in training. </li></ul><ul><li>U.S. Department of Labor. Employment Relations Under the Fair Labor Standards Act. WH Publication 1297. Reprinted August 1985. </li></ul><ul><li>  </li></ul>
    14. 15. Sourcing Candidates <ul><li>Student Job Board </li></ul><ul><li>Career Fairs </li></ul><ul><li>Info sessions </li></ul><ul><li>Table recruitment </li></ul><ul><li>On campus interviews </li></ul><ul><li>Internship Coordinator </li></ul>
    15. 16. Questions? Contact Information: [email_address] (210) 458-7486