The document outlines a workshop for developing a successful internship program. It discusses defining internships, benefits of hiring interns, resources for small businesses, challenges with Generation Y interns, and tips for recruiting, implementing, and managing internship programs. The workshop covers introducing common internship paradigms, the value of internships for students and employers, and best practices for intern dos and don'ts.

1. Developing a Successful Annual Internship Program

2. Workshop Outline
• Introductions
• Paradigm Shift
• Benefits of Hiring Interns
• Seven Steps to Success
• Resources Every SMB Needs
• Gen Y Challenges/Opportunities
• Resources to Recruit
• Email Marketing/Social Media Example
• Internship Dos & Don’ts
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3. Introductions
Nathan Green
• Co-founder campus2careers
• Co-founder of Austin Young Chamber
• Former GM of Pearson Talent Assessment
Elijah May
• Certified Email & Social Media Marketing
Expert for Constant Contact
• Chief Brand Officer at Internship Builder
• Creator of the Apprentice Marketing program
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4. Defining an Internship
An internship is:
• Academic experience and resume builder
• Key part of today’s undergraduate education
• Significant and substantial work
• Part-time (10-20 hours) to full-time
• May be unpaid and/or eligible for academic credit
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5. Theories on Internships
You have to develop
interns for too long before
they can add value
Gen Y is too difficult /
challenging to work with
You need an expensive
college recruiting program
to get good interns Interns are an
opportunity for
free labor
Internships are only for
the summer or a single
semester Interns are for getting
my coffee or filing 5

6. A Paradigm Shift
Workplace
Importance of
Orientation on
Experience-
Skills /
Based Learning
Professionalism
• Supply-demand • Internships now required
mismatch at many schools
• ROI accountability • Students looking as early
• PISD programs as freshmen year
Student -
Government
Business
Legislation /
Community
Involvement
Access
• 21st Century Skills • Awareness of SMBs
replacing 19th Century • Online channels to more
• City govt. efforts easily reach Students 6

7. A Bold Reversal by the DOL
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8. Benefits of Interns
Benefits of Hiring Interns
Benefits of Hiring Students/Recent Grads
Build capacity and bench strength –
longer-term pipeline of loyal employees Benefits of Interns Specifically
Access to new expertise/skills, trends, Additional project capacity
and educated talent
Access to software, profs,
Less expensive than experienced research facilities
Easy to train/develop (moldable) Opportunity to evaluate for full-
Quick learners and multi-taskers time hire
Technical-savvy New resources all year
Hard-working, hungry Flexible work arrangements
Innovative/creative Flexible compensation
Fresh ideas and energy
The future of our workforce – get a
head-start
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9. Interning Facts and Figures
Employer Reasons for Offering Internships
Identify future
5 talent
10 Reduce resource
36 costs
18 Give a student an
experience
Access new skills &
perspectives
31 Other
Source: McCombs Class Project Survey (2010)
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10. Seven Steps to Success
Step 1: Discover
Step 2: Develop
Step 3: Source and Select
Step 4: Implement
Step 5: Train
Step 6: Evaluate
Step 7: Housekeeping

11. Resources for Every SMB Needs
Resources Every SMB Needs
Top 10 Roles for Interns at SMBs
1. Social media
2. Online and email marketing
3. Bookkeeping/accounting
4. Research (grant, market, trends)
5. Graphic design
6. Programming (web and application)
7. IT support (desktop)
8. Sales support/customer service
9. Administrative/office management
10. Copywriting/editing
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12. Gen Y Good and Bad
Good
• Familiar with the latest business strategies, techniques, and technologies
• Fresh perspective and enthusiasm for even the most routine activities
• Access to software, research tools, and subject matter experts on campus
• Still believe they can save the world
• Appreciate the opportunity to learn from you
Bad
• Poor time management – often late or don’t keep to a set schedule
• Lack of patience – they want to change everything day one
• Lack of focus – they are always distracted or on their devices
• Finding the right incentives to get them to work more hours – they work to
live instead of live to work
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13. Motivators/Incentives
What Matters Most to Gen Y
Experience Interns
Rotational programs Build experience
Ability to take ownership Money to cover school
Team environment expenses
A mentor/coach A reference upon completion
Flexible work arrangements Class credit for experience
Connections/exposure in Free lunches on Fridays
the industry
Having work that they are
passionate about
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14. Resources to Recruit
• Single site for internship resources www.InternInAustin.org
• Internship fair for start-ups, nonprofits and SMBs at the
AT&T Conference Center Sunday Sept 9th from 2-5PM
– $25 admittance fee (most fairs charge $300+)
– Estimated 600 students, from 13 area colleges
– A weekend event so its easier for you and students to attend
– Organized by industry so students can easily find you
– No booth “bling”, just networking with interested students
– Walk out with your intern who can start the next day
– Sign up and learn more at www.interninaustin.org
• Each school has their own FREE job board
• campus2careers – largest entry-level job board in Texas 14

15. campus2careers screenshot

16. campus2careers screenshot
Sourcing and Selection
Using campus2careers
• Create a profile – your own careers page
• Post the job description
• Review the top matches and view their profile
• Contact or be contacted by the top candidates
Using a school’s own site
• Register via the schools website
• Post the job description
• Receive a resume from interested applicants

17. campus2careers screenshot
Sourcing and Selection
Using campus2careers
• Create a profile – your own careers page
• Post the job description
• Review the top matches and view their profile
• Contact or be contacted by the top candidates
Using a school’s own site
• Register via the schools website
• Post the job description
• Receive a resume from interested applicants
www.campus2careers.com

18. campus2careers screenshot
Sourcing and Selection
Using campus2careers
• Create a profile – your own careers page
• Post the job description
• Review the top matches and view their profile
• Contact or be contacted by the top candidates
Using a school’s own site
• Register via the schools website
• Post the job description
• Receive a resume from interested applicants

19. Internship Dos & Don’ts
Dos Don’ts
 Establish program parameters  Hire without planning – easy to
and goals get these wrong
 Develop clear roles  Hire an “Analyst” or “Intern”
 Start with discrete projects but position – need discrete role
connect them to big picture  Take the “neighbor’s kid”
 Hire for skills and fit because it’s easy
 Complete orientation  Leave the new hire in a cube
on an island – need interaction
 Assign a single manager
 Force your will on them – let
 Assign a mentor / buddy
them explore OR
 Provide training upfront - Invest
 Let them linger and figure it out
 Conduct early performance
reviews – need feedback
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20. The Apprentice Marketing Program
www.apprenticemarketing.com
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21. Contact Us
Nathan Green
• 512-354-7690
• nathan@campus2careers.com
Elijah May
• 512-522-0025
• emay@apprenticemarketing.com
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