Interns & Internships PowerPoint Content

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Information about Interns & Internships PowerPoint Content

Published on January 30, 2014

Author: ReadySetPresent


Interns & Internships: Interns & Internships Program Objectives (1 of 2): Program Objectives (1 of 2) Learn the value of hiring interns for your business or organization Understand the necessary differences between paid and unpaid interns, and various modes of compensation Learn how to set up your internship opportunity and get the word out for recruitment Page 2 Program Objectives (2 of 2): Program Objectives (2 of 2) Be able to narrow down internship applicants to the most valuable candidates Pick up useful techniques for getting the most out of your interns Learn how to conduct evaluations and use those evaluations to streamline your internship program Page 3 Statistics (1 of 2): Statistics (1 of 2) 47% of employers have a structured internship program 85% say hiring interns was a positive experience 72% of recent graduates had an internship during their college years Page 4 Source: 2013 InternMatch “The Best & Worst Intern Candidates” infographic Why Hire an Intern?: Why Hire an Intern? Page 5 Why Hire an Intern? (2 of 3): Why Hire an Intern? (2 of 3) Interns are willing to work for little or no money You can work with potential entry-level employees without making a long-term commitment Interns are typically available to fill any position for employment after their internship Satisfied interns could spread the word about your company and its opportunities Page 6 Multiple Interns: Why Stop at One?: Multiple Interns: Why Stop at One? There are three good reasons to hire multiple interns. Camaraderie : Interns with others their age will transition more smoothly into the workforce Competition : Each intern wants to be the best, and will work hard to reach that goal Choice : Having multiple interns gives you multiple choices when selecting a candidate for an open position. Page 7 Legal Issues: Legal Issues Page 8 Legal Issues: Unpaid Internships (2 of 4): Legal Issues: Unpaid Internships (2 of 4) Under the Fair Labor Standards Act, interns who meet the following six criteria are not formal employees and do not fall under the minimum wage and overtime provisions of the law. The intern must receive training The internship benefits the intern Page 9 Compensation: Compensation Page 10 Compensating Interns (4 of 8): Compensating Interns (4 of 8) Internship candidates seeking academic credit often have to work a minimum number of hours in order for their schools to approve the credit, so make sure you’re able to offer steady hours. Monthly Stipend A more affordable alternative to hourly wages is a monthly stipend, which is often just enough to cover travel costs and other internship-related expenses. Page 11 Statistics (2 of 2): Statistics (2 of 2) 23% offer travel stipends 15% offer food stipends 72% of students consider compensation to be the least important factor when considering an internship Page 12 Source:, 2012 Employer Survey, 2012 Student Survey Recruiting Interns: Recruiting Interns Page 13 Establishing the Internship Opportunity (5 of 6): Establishing the Internship Opportunity (5 of 6) The Fall and Spring semesters are standard internship periods for students, although many can’t juggle their studies with an internship. For these students, Summer breaks are the preferred internship period. Are you able to provide internships for the Summer break, or only for the Fall/Spring? Page 14 Recruitment Methods: Recruitment Methods Page 15 College Career Centers (1 of 2): College Career Centers (1 of 2) 61% of recruiters prefer to work with college and university career centers Get in touch with college career centers. Provide them with information about your internship opportunity and your requirements for student applicants. Page 16 Source: Recruiting Trends 2012-2013 42 nd Ed. Michigan State University Job/Internship Websites (3 of 9): Job/Internship Websites (3 of 9) Post internship opportunities for free. Send your postings to any college career centers in the U.S. and Canada up to 4 times a year. Integrated screening and interview services give you more control over the recruiting process. Page 17 Social Media (1 of 2): Social Media (1 of 2) LinkedIn LinkedIn allows users to post job/internship openings for others to see and apply for. Because LinkedIn attracts a more professional membership than many other social media websites, it’s a popular network for recruiters. Page 18 Social Media (2 of 2): Social Media (2 of 2) Facebook Despite its casual environment, facebook is still a good resource for employers to get the word out about job/internship openings. The effectiveness of facebook depends on how well connected the user is. Page 19 Screening and Selecting Interns: Screening and Selecting Interns Page 20 Getting the Most Out of Your Interns: Getting the Most Out of Your Interns Page 21 Getting the Most Out of Your Interns (2 of 2): Getting the Most Out of Your Interns (2 of 2) Unhappy and unsatisfied interns: Don’t perform to their full potential Are unmotivated to continue past their anticipated end-date Won’t give any glowing testimonials about their workplace Won’t spread the word about your internship opportunity – except to knock it Page 22 Intern Do’s (1 of 3): Intern Do’s (1 of 3) If you want to get the highest level of productivity from your interns: Do’s Welcome them to the team Assign them meaningful work 83% of interns seek a job where their creativity is valued Page 23 Source: 2013 InternMatch “The Best & Worst Intern Candidates” infographic Intern Don’ts (2 of 3): Intern Don’ts (2 of 3) Don’t expect interns to know everything right out of the gate – internships are training periods for beginners in the field. Don’t expect interns to understand office politics and etiquette – internships are often the first professional job for many candidates. Page 24 Source: 2013 InternMatch “The Best & Worst Intern Candidates” infographic What to Discuss with New Hires (5 of 5): What to Discuss with New Hires (5 of 5) Their Expectations of You A good internship benefits both the employer and the intern. Ask them what they want to get out of their internship, things they’d like to experience, things they’d rather not. Make sure they’re exposed to new responsibilities on the job and not constantly in their comfort zone – part of the internship experience involves building one’s skillset and learning new things. Page 25 Supervision and Evaluation: Supervision and Evaluation Page 26 Your Evaluation of Them (2 of 3): Your Evaluation of Them (2 of 3) There are many possible ways to evaluate your interns. By the end of the internship, you should have the following resources to help with your evaluations: Detailed logs of hours and activities First hand observation of work habits Any completed work which would reflect the intern’s capabilities Page 27 Streamlining the Internship Program: Streamlining the Internship Program Page 28 Streamlining the Internship Program: Streamlining the Internship Program It’s time to put those evaluations to good use and set about improving your program. Compile any complaints and suggestions from interns into a list of issues to address and begin brainstorming possibilities for improvement. Page 29 Encouraging a Sense of Community (4 of 4): Encouraging a Sense of Community (4 of 4) Team Projects Encouraging interns to work together on specific projects from time to time can bolster a sense of community and camaraderie amongst them, increasing teamwork and productivity. Examples: research projects, design projects, event planning projects, etc. Page 30 PowerPoint Presentation: Download “ Interns & Internships ” PowerPoint Content at 133 Slides include : Definition/s of an intern/internship, Learning objectives of this presentation, Etymology of Interns and Internships, Overview of the legality when taking on interns, 10 slides on various ways to compensate interns, 26 slides on recruitment, 15 recruitment methods, 23 slides on screening and selection , 8 points on what (and what not) to look for in candidates, 13 points on interviewing candidates, 6 points on making the final selection, 13 slides on getting the most out of your interns, 11 Do’s and Don’ts, 14 points on what to discuss with new interns, 11 slides on screening and selecting volunteers, 3 slides on building an application, 5 slides on conducting the interviews, 16 slides on supervision and evaluation, 11 points on supervision and work styles, 10 points on evaluating interns, 12 points on evaluating your program, 4 slides on offering jobs to interns, 9 slides on improving your program, action plans and much more. Royalty Free - Use Them Over and Over Again. Updated & Expanded 2013 Now: more content, graphics, and diagrams Page 31

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