Internship Guidelines

As all businesses face escalating pressures to identify, attract, train and retain qualified talent, internship programs have become a viable option for organizations to tap a sustainable pool of talent, by providing opportunities for college students in the workplace. Dwindling management ranks and sparse numbers in the “pipeline” require proactive measures. Firms have found that internships offer opportunities to see potential job candidates in real business scenarios, while allowing the student to decide if the field is of real long-term interest. The interface between colleges and universities is also invaluable as a feedback mechanism for curriculums, faculty awareness, and recruiting activities through partnership arrangements. Employers find the energy and enthusiasm of the students invigorating.

The internship program within the College of Business at Auburn has as its goals to be flexible in structure to meet the needs of our employers, and to provide learning environments where students can experience the working world and try their hands at tasks and projects relevant to their academic programs and professional interests. The employer benefits from the projects or special assignments completed by the student, often in areas that need immediate attention, and also from the current knowledge in the field, raw talent and diverse background that each of their internship candidates brings to the workplace. Students benefit from internships in that they develop an awareness of business' expectations, structure and pressures while assuming actual responsibilities to further develop their business knowledge, interpersonal skills and decision-making abilities.

Please download the Employer Profile [PDF] and return to: (Coming Soon: Online Profile Form)

Dr. Jimmy Lawrence
Director, Corporate Services
Auburn University College of Business
Office of Business / Student Partnerships
415 W. Magnolia Ave Suite 105
Auburn, AL 36849
Phone: (334) 844 - 2218
Fax: (334) 844 - 2234
Email: lawrence@business.auburn.edu

PROGRAM DESIGN

The internship development process begins with a planning process between the firm, the Office of Business / Student Partnerships and faculty, where the firm develops an overall plan of why interns are to be hired, how the working environment and culture will incorporate them, and in what daily roles interns will be assigned. Success with an internship program is dependent on corporate management’s support, and the interest and support of all employees involved. Many firms begin an internship program on a small scale in order to evaluate and work through issues and problems that arise. From a financial perspective, most students appreciate being compensated, however value the experience gained most. At a minimum, students probably encounter the most difficulty with housing / leasing arrangements in relocating for an internship. The culture of the organization, especially the value all levels of employees place on integrating the intern into their culture is critical. Local internships are also welcomed since students can in some cases take a class or two, and maintain their housing leases.

INTERNSHIP QUICK FACTS

• Internships Can Occur Any Academic Semester Year-Round
• Internships Can Be Part-Time or Full-Time (Full-Time Preferred)
• Internships May Or May Not Be For Academic Credit
• Internship Compensation Ranges From $10-$18 Per Hour
• Limited Benefits Are Usually Offered

SCHEDULING QUICK FACTS

• Auburn University is on the Semester Academic Calendar
• Fall Semester Runs From mid-August to mid-December
• Spring Semester Runs From Early January to mid-May
• Summer Semester is Either One 10-Week Session or Two 5-Week Sessions
• Pre-Registration for the Next Academic Session Usually Occurs In October for the Following Spring Semester and in Mid-February for the following Summer and / or Fall Semesters. Late Arrangements Are Possible.
• Ideally, recruiting for intern positions should begin 4-6 months ahead of the anticipated start date.

ACTION STEPS

1. INTERNAL PREPARATION

• Determine Your Internal Needs – Outline Your Intern Program (Utilize Assistance Provided By AU Representatives)
• Obtain Management Support Of, And Interaction With, Your Internship Program
• Identify Work Assignments – Remember Professional Assignments Are Essential!
• Write Job Descriptions–Include “Deliverable” Assignments – Create Information Specific to Intern Program On Company Website
• Incorporate Specific Training and Company Culture Issues Into Program
• Address Compensation and Benefits Issues - Insurance-Housing/Utilities Assistance-Parking-Potential Post-Intern Scholarships/Return Visits
• Structure Supervisor and Staff Involvement with Assignments
• Plan for Orientation, Training & Mentors
• Anticipate Student Needs – Incorporate Social Activities

2. ACADEMIC INTERACTIONS

• Meet With, And Develop Relationships With The Office of Business/Student Partnerships and Faculty From Desired Majors
• Communicate With Assigned Faculty Member Regarding the Internship’s Assignments, Number & Types of Communications Regarding Progress During the Work Period, and Types of Deliverables To Be Produced By The Student To Meet Both The Employer’s And The Faculty Member’s Expectations
• Most “Deliverables” Include Some Combination Of A Daily Journal, A Specific 10-20 Page Paper Summarizing A Completed Project, An Executive Summary, Slides and Hand-Outs Used In Presentation Concluding Project, Etc.
• Strategize Intern Needs to Academic Calendar & Deadlines

3. RECRUITING STRATEGY

• Treat Recruiting For Interns As Professionally As You Would For Career Hires!
• Prepare and Accumulate Documents, Videos, and Public Relations Pieces on Firm and Intern Program To Share With Faculty And Students
• Schedule Participation in On-Campus Interviewing and Special Events (Career Fairs) – Schedule Intern-Specific Recruiting Dates
• “Student Profile” – Usually Juniors Or Early Seniors In Targeted Majors With A Minimum 2.5 – 3.0 GPA (4.0 Basis – Higher GPAs Can Be Specified)
• Incorporate “Spotlight” Session The Evening Prior To Interviews For Scheduled Students To Provide Company/Program Overview – This Session May Also Be Scheduled Several Weeks Prior To Interview Date(s)
• “Recruit Ahead” - “Educate” Students About Your Firm & Its Opportunities - Speak to Student Groups / Classes on Specific Topics/Professional Development Areas, Sponsor Employer Information Session / Reception for Students – Target Late Sophomores and Early Juniors
• Identify “Branding” Opportunities –Sponsor Faculty Luncheon, Donate Videos/Resources for Instruction, Offer On-Site Learning Opportunities for Students & Faculty, Sponsor Competitive Project Activities, Serve As A Project Course Site
• Utilize Former Interns / Alumni in Activities

 4. DAILY INVOLVEMENT

• Make Specific Assignments With Outcome Expectations Specified
• Provide Some Initial Monitoring Of Activities/Progress
• Assure Needed Resources And Personnel Are Available To Assist
• Encourage Intern To Ask Questions!
• Allow Intern To See “Big Picture” Of Where Their Work Fits With That Of The Unit They Are A Part Of During Their Program
• Create Opportunities For Intern To Tour, Or Rotate Into Other Related Areas
• Encourage Interaction Between Supervisors, Professionals and Executives With Intern During Their Work Period
• Show Appreciation For Intern’s Presence and Efforts!