The document outlines the benefits and guidelines for establishing an internship program, highlighting the advantages of hiring interns, such as fresh perspectives and cost-effective staffing. It details the recruitment process, including project assessment, position description creation, and marketing strategies to attract candidates. Additionally, the document discusses legal considerations regarding intern compensation based on the U.S. Department of Labor's regulations, emphasizing the differences between paid and unpaid internships.

1. CONSIDERING AN INTERNSHIP
PROGRAM
Presented by: Yolanda Macklin Crewe and
Darrell Mallory Easter

2. WHY HIRE AN INTERN?
 Interns are enthusiastic young people who provide fresh perspectives,
and new ideas and viewpoints
 Proven, cost-effective way to recruit and evaluate potential employees
 Greater retention of newly hired employees
 Interns allow flexibility in staffing needs
 Freedom for professional staff to pursue more creative projects
 Flexible, cost-effective work force not requiring a long-term employer
commitment
 Year round source of highly motivated pre-professionals
 Quality candidates for temporary or seasonal positions and projects
 Visibility of your organization is increased on campus
 Interns are Effective PR Ambassadors
 Employer/University ties are strengthened—Give Back to the
Community
 10 Benefits of Starting an Intern Program
Career Services

3. PREPARING FOR AN INTERN…
RECRUITMENT PROCESS
1. Assess Your Project or Work Needs
2. Create an Internship Position Description
3. Establish a Timeline for Recruiting an Intern
4. Market your Internship Position
5. Interview and Select Your Intern
6. Start a Successful Intern Program
Career Services

4. PREPARING FOR AN INTERN
1. ASSESS YOUR PROJECT OR WORK
NEEDS
 Set Goals
 What do you want to accomplish; Write a Plan
 What experience do you want the intern to have
 Invite participation from all key people impacted by the intern
 Determine the following:
 What area will the intern work (i.e. Acct., HR, Eng., etc.)
 Who will supervise intern and manage intern projects
 Will they be paid; How will they be paid
 How will students apply; Who will process applications/résumés; Who
will interview the students
 Where will the intern sit
 Develop some quality projects the intern can complete
 The intern should develop some skills and experiences they can
include on their résumé
 Create Measurable Learning Objectives for the intern
 Internship: a rewarding experience for the employer and intern
 Sample Projects Handout
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5. PREPARING FOR AN INTERN
2. POSITION DESCRIPTION
 Position descriptions should include the following:
 Application Deadline
 How to Apply (email résumé and cover letter to; website)
 Your Requirements (Minimum GPA, Major(s), Skills, Classification, etc.)
 Internship Start Date (length of internship)
 Project Descriptions and Company Information
 Share what’s in it for the intern/new hire
 What is the benefit of working with your organization
 Compensation: Paid, Stipend or Academic Credit
 Make it Interesting
 You are trying to get a college student’s interest in your
organization!!!
 Sample Position Descriptions
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6. PREPARING FOR AN INTERN
2. SAMPLE POSITION DESCRIPTION
ABC Services
Any town, VA ▪ abcservices.com
Information Technology Internship
Overview
ABC Services is a consulting company that serves and builds relationships with fortune 500 companies…
Internship Responsibilities
Develop process flow diagrams
Documentation and testing of new software applications
Requirements or Qualifications
Class year: Rising sophomores and juniors
Major: Information Technology or related majors
Must be enrolled in school during entire internship
Minimum cumulative GPA of 3.0 or better
Sharp analytical skills
Excellent oral and written communication skills
Salary
$15.00 per hour, no benefits.
Application Deadline
July 31, 2012
How to Apply
Interested applicants must submit a résumé and a cover letter to the following email address:
bfisher@abcservices.com
Career Services

7. PREPARING FOR AN INTERN
3. ESTABLISH A TIMELINE FOR RECRUITING AN
INTERN
 Sample Timeline
 August 1st—E-mail position description to Career Services
 August 15th—Touch base with VSU Career Services to
determine status of applications (marketing)
 August 22nd—Student Application Deadline
 August 23rd-24th—Review student résumés and select
candidates for interviews
 August 27th—E-mail Career Services list of candidates
selected for interviews; contact students for interview
 August 28th-29th—Students sign up for interview timeslots
 September 5th—Conduct interviews
 September 7th—Make internship/employment offer
Career Services

8. PREPARING FOR AN INTERN
4. MARKET YOUR INTERNSHIP POSITION
 Mail flyers to Career Services for posting on
campus
 Include Application Deadline, How to apply,
Organization logo and web address
 Make a Presentation on Campus
 Information Session
 Information Table
 Student Organizations
 Student Newspaper Advertisement
 Utilize Student Ambassadors
 Other Ways to Recruit on Campus
 Career Expos
 Mock Interviews
Career Services

9. PREPARING FOR AN INTERN
5. INTERVIEW AND SELECT AN INTERN
 Utilize VSU Career Services for On-Campus
Interviews
 Convenient for student
 Career Services will coordinate interview process—
Free!
 Determine who will review résumés, select &
interview candidates, make internship offer
 Establish a timeline for interviewing and selecting
your intern
 August 23rd-24th—Review student résumés and select candidates for
interviews
 August 27th—E-mail Career Services list of candidates selected for
interviews; contact students for interview
 August 28th-29th—Students sign up for interview timeslots
 September 5th—Conduct interviews
 September ??—Conduct 2nd Round of Interviews
 September ??—Make internship/employment offer
Career Services

10. PREPARING FOR AN INTERN
6. START A SUCCESSFUL INTERN PROGRAM
 Tips on making an internship successful
 Orient the intern to the organization and
department (part of team)
 Work Hours, dress, culture (organization & department), etc.
 Establish goals & objectives and discuss with the
intern within the first week
 Learning Contract…Expectations!!!
 If student is receiving academic credit…make sure all
requirements are being met
 Give periodic feedback and evaluations
 Mid-term evaluation
 Final evaluation
 Intern should have a mentor (formal or informal)
in addition to a supervisor
Career Services

11. 10 CONCERNS OF INTERNS
1. Give us real work
2. Do what you say…and say what you do!
3. We like feedback
4. We want to be included too
5. Please explain your project/assignment
6. I want a mentor
7. A minute of your time please
8. Be Prepared…when I arrive
9. Um…I need a chair
10. Show me the money (as best you can)
Resource: Starting an Internship Program, Michael True, Messiah College
Career Services

12. I WANT TO HOST A VSU INTERN!
VSU INTERNSHIP PROGRAM…SUMMER, FALL & SPRING
1. E-mail your position description to
Careerservices@vsu.edu or deaster@vsu.edu
 Career Services will post your position within 48 hours on
our website
2. Market Your Internship
 Mail Flyers for Posting around campus
3. Conduct On-Campus Interviews
 Contact Internship Coordinator, Darrell Easter, to
coordinate your on campus interview
4. E-mail Internship Documents
 Notify Career Services of Interns Selected
 E-mail Learning Contract or Internship Goals/Objectives
 Supervisor Contact Information
 E-mail Internship Evaluation
Career Services

13. VSU INTERNSHIP PROGRAM
“LEARNING IN ACTION”
 Current Participating Employers
 Petersburg Chamber of Commerce
 Petersburg National Battlefield
 The Cameron Foundation
 Congressman J.R. Forbes Congressional District
Office
 Senator Jim Webb, Richmond
 District 19 Community Services Board
 CDF at Home of VA Baptist Children’s Home
Career Services

14. VSU INTERNSHIP PROGRAM
“LEARNING IN ACTION”
 VSU Career Services supports students from all
academic departments
 School of Agriculture
 Agriculture, Family & Consumer Sciences, Hospitality Mgmt.
 School of Business
 Accounting & Finance, MIS, Management, and Marketing
 School of Engineering, Science & Technology
 Biology, Chemistry & Physics, Nursing, and Psychology
 Mfg. & Computer Engineering; Electronics Eng., Mechanical Eng.,
Industrial & Logistics Technology; Mathematics and Computer Science
 School of Liberal Arts and Education
 Teaching & Learning; HPERD; History & Philosophy; Sociology, Social Work
& Criminal Justice; Political Science & Public Administration; Music, Art &
Design; Military Science; Languages & Literature
Career Services

15. VSU CAREER SERVICES
SAVE THE DATE
 Business Week Career Expo,
 Wednesday, September 26, 2012, 12-5 p.m.
 Government & Non-Profit Expo,
 Thursday, October 25, 2012, 11 a.m.–3 p.m.
 STE(A)M Expo (Science, Technology, Engineering, Agriculture and Math)
 Tuesday, October 30, 2012, 1-5 p.m.
 Mass Communications, Sales & Sport Mgmt. Expo,
 Wednesday, November 14, 2012, 8:30 a.m.-1:30 p.m.
 Education & Counseling Expo,
 Tuesday, February 19, 2013, 4-7 p.m.
 Hospitality Leadership & Career Expo,
 March 2013, Time TBA
Career Services

16. VSU INTERNSHIP PROGRAM
“LEARNING IN ACTION”
 Internship Program Coordinator
 Darrell Mallory Easter
 deaster@vsu.edu or careerservices@vsu.edu
 804-524-5407 or 804-524-5211
Thank You!
Career Services

17. CONSIDERING AN INTERNSHIP
PROGRAM
Presented by: Yolanda Macklin Crewe and
Darrell Mallory Easter

18. DO YOU HAVE TO PAY INTERNS?
 According to the U.S. Department of Labor, FLSA,
Internships in the “for-profit” private sector will most
often be viewed as employment, unless the test
described relating to trainees is met.
 Interns in the “for-profit” private sector who qualify
as employees rather than trainees typically must be
paid at least the minimum wage and overtime
compensation for hours worked over forty in a
workweek.
 There are some circumstances under which
individuals who participate in “for-profit” private
sector internships or training programs may do so
without compensation.
Career Services

19. DO YOU HAVE TO PAY INTERNS?
TRAINEE STATUS
You don’t have to pay interns who qualify as trainees.
The U.S. Department of Labor has outlined six criteria for
determining trainee status:
3.The Interns must receive training from your company…similar to
training which would be given in an educational environment
4.The Internship experience is for the benefit of the intern; not the
company
5.The Interns cannot displace regular employees
6.The employer that provides the training derives no immediate
advantage from the activities of the intern; and on occasion it
operations may actually be impeded
7.Interns are not guaranteed a job at the end of the internship
(though you may decide to hire them at the conclusion of the
experience)
8.Interns are not entitled to wages during the internship
 http://www.dol.gov/whd/regs/compliance/whdfs71.pdf
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20. DO YOU HAVE TO PAY INTERNS?
NON-PROFIT ORGANIZATIONS
 Unpaid internships in the public sector and for non-profit
charitable organizations, where the intern volunteers
without expectation of compensation, are generally
permissible.
 The FLSA makes a special exception under certain
circumstances for individuals who volunteer to perform
services for a state or local government agency and for
individuals who volunteer for humanitarian purposes for
private non-profit food banks.
 WHD also recognizes an exception for individuals who
volunteer their time, freely and without anticipation of
compensation for religious, charitable, civic, or
humanitarian purposes to non-profit organizations.
 WHD is reviewing the need for additional guidance on
internships in the public and non-profit sectors.
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