Everyone can create internship programs,
but not all can create the one that works.
tired of internships that are agonizing for your People & Culture team, unfulfilling for the young
talents, and draining for internal talents acting as interns' buddies? As a People & Culture
professional, I believe that an internship program should be rewarding for everyone involved. Here
are my top tips for creating an internship program that works for all:
can companies do to ensure they have capable and prepared future leaders? Here are some key elements
companies can contribute to the development of effective leaders:
- Screen the right people
Your internship program should be a comprehensive investment in your company's talent pool. It's
important to only select interns who fit your company culture and internal talents who have the
capability and willingness to participate.
- Plan the journey
development journey should be planned for interns, internal talents (through a buddy program),
and the People & Culture team (as the organizer).
- Make time for periodic check-ins
Interacting with others is fundamental to human nature. Engage everyone involved in the program
through regular check-ins and engagement activities.
- Measure, expose, and reward
Did you know most interns and buddies are performance-oriented? Encourage healthy competition by
measuring everyone's performance fairly and publishing the results, also prepare rewards for the
best interns, buddies, and organizers—these don't need to be expensive, even a daily consumer
good can do the trick!
rewarding internship program takes time and effort, but the end result is worth it. By following
these tips, you can build a quality talent pool and empower your internal talent.