The document outlines the development of a successful internship program, emphasizing the importance of setting expectations, defining roles, and understanding the shifting internship paradigm. It discusses the benefits of hiring interns, offers a seven-step guide to success, and addresses challenges unique to Gen Y. Additionally, it provides resources for recruitment and key dos and don’ts for managing interns.

1. Developing a Successful Annual Internship Program

2. Setting Expectations
(because it’s the most important step)
• Introductions
• Who are we?
• Who are you?
• Why are we here?
• The Shifting Internship Paradigm
• Benefits of Hiring Interns
• Seven Steps to Success
• Roles Every SMB Needs
• Gen Y Challenges/Opportunities
• Resources to Recruit
• 5 minutes BREAK
• Principles of Email and Social Media Marketing
• Internship Dos & Don’ts
• Next Steps 2

3. Introductions
Nathan Green
• Co-founder campus2careers
• Co-founder of Austin Young Chamber
• Former GM of Pearson Talent Assessment
Elijah May
• Local Expert in Email & Social
Media Marketing for Constant Contact
• Chief Brand Officer at Internship Builder
• Creator of the Apprentice Marketing program
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4. The Apprentice Marketing Program
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5. A Shifting Paradigm: 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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6. A Shifting Paradigm: Common Perceptions
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 6

7. A Shifting Paradigm: Culture & Technology
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 7

8. A Shifting Paradigm: Bold Reversal by the DOL
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9. Benefits of Interns
Benefits of Hiring
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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10. Benefits of Hiring: Internship 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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11. 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

12. ResourcesEvery SMB Needs
Roles for 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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13. Gen Y & Business
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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14. Gen Y & Business: 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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15. Resources to Recruit
• Single site for internship resources www.InternInSA.org
• Citywide internship fair for start-ups, nonprofits and SMBs at
the San Antonio Food Bank Saturday Sept 8th from 2-5PM
– $25 admittance fee (most fairs charge $300+)
– Estimated 500 students, from 14 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 on Monday
– Sign up and learn more at www.interninsa.org/
• Each school has their own FREE job board
• campus2careers – largest entry-level job board in Texas 15

16. 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
 Assign a single manager on an island – need interaction
 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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17. Next Steps
1. Sign up for a trial account on Constant Contact*
2. Register for and attend the InternInSanAntonio fair
3. Choose a student with a Constant Contract sticker
4. Sign up for campus2careers if you need more candidates
5. Have your intern replace themselves when they move on
* Unless you already have one
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