Summer is just around the corner, making now the perfect time to plan for an internship program. Not only can interns help support your sales reps, but they also bring unique talent and fresh perspectives to your promo company. 

Jill Chapman, SPHR, SHRM-SCP, the director for early talent programs at Insperity, says internship programs also allow businesses to cultivate future employees. You never know what up-and-coming promo talent you might discover.

How do you go about creating an internship program? We share Chapman’s expert guidance in this issue of PromoPro Daily.

Define your goals. Maybe you want to tackle some special projects or expand your company’s reach in your local market. Understanding your goals will help you craft an internship program that delivers your desired results, Chapman says.

Structure your program. Decide how many interns you want to bring on, how long their assignment will last and the types of projects they’ll handle. Chapman advises connecting with local universities to tap into a qualified talent pool. You should also determine who will oversee the program and support the interns.

Review your region’s employment laws. Chapman says organizations must consider classification rules, minimum wage requirements and overtime laws when structuring their programs.

Craft a well-written job description. This should go beyond listing tasks, Chapman says. Ideally, you want to paint a clear picture of the opportunity and set the stage for a valuable experience. Aim to strike a balance between being concise and detailed, providing potential interns with a full understanding of what the role entails while sparking their interest.

Exploring funding options. According to Chapman, you can fund your internship program through a mix of internal budgets, grants and scholarships. Beyond simply covering wages, she says a well-funded program can support mentorship initiatives, training opportunities and professional development activities. Allocate funds from your department’s budget, seek grants from educational institutions or partner with other organizations to co-fund the program. 

Recruit wisely. Recruitment is key to finding the right candidates who can contribute meaningfully to your organization’s goals, Chapman says. It’s not just about bringing in new talent for the summer but building relationships with people who could become rising stars in the promo industry. Chapman recommends using job boards, LinkedIn and university career centers. You should also engage with local academia by building relationships with professors and career counselors.

Evaluate your program. Chapman advises getting feedback from managers and reviewing KPIs such as the success of intern-driven projects and how many interns return to your company after graduation.

If you’ve never hosted summer interns, remember to plan ahead (meaning now!). Define your goals for the program and ensure you’re compliant with legal guidelines. You’ll also want to measure KPIs, like how many interns convert to full-time employees. It takes some thoughtful planning, but an internship program can have a meaningful impact on both your current team members and your interns.

Compiled by Audrey Sellers
Source: Jill Chapman, SPHR, SHRM-SCP is the director for early talent programs at Insperity.