WBL Toolbox for Employers

Traits of a Successful Internship Program

• Meaningful Projects and Tasks:  Interns should engage in meaningful projects and tasks that provide hands-on experience relevant to their future career paths and familiarize them with potential work environments.

• Clear Learning Objectives:  An effective internship program should establish well-defined learning objectives that align with the needs of the organization as well as the educational goals of the interns, creating a mutually beneficial experience.

• Structured Onboarding and Training:  A comprehensive onboarding process, along with regular training sessions, facilitates interns' integration into the company culture, clarifies their roles, and equips them with the essential skills required for success.

• Mentorship and Feedback:  Assigning seasoned employees as mentors offers interns valuable guidance and support.  Conducting regular feedback sessions allows interns to identify their strengths, areas for growth, and overall progress, thereby enhancing their professional development.  Additionally, depending on the intern's level of experience, there may be a need to provide coaching on soft skills such as professional attire, business etiquette, and interpersonal behavior.  

Tips for a Successful Internship (for Business)

• Provide interns with real work assignments:  

Our students have developed skills in their fields and are eager to put them to use.  Where possible, assignm students tasks or projects that build on these skills.  Sometimes, the best way for a student to participate is to observe.  However, you can keep the student engaged by asking him/her to focus on, or listen for, something in particular during the activity or meeting and then tell you about it afterward.

• Provide an orientation, as you would for new hires:  

Have your intern attend a basic safety training (which is required) and orientation as you would for a regular employee.  Review any "office rules", spoken or unspoken.  This ensures that everyone starts with the same expectations and that your intern understand who has what roles in your business.  This investment of time at the beginning of the internship will pay off throughout the program.

• If possible, provide interns with a handbook or website for your company:

A handbook serves as an easy reference guide for students, answering frequently asked questions and communicating company expectations in a friendly and consistent way.

• Assign one specific supervisor/mentor for the intern:

Having a dedicated supervisor/mentor is the best way to ensure a successful outcome.  This gives the intern a "go-to" person for all their questions and builds a dependable relationship with accountability.  Not everyone is comfortable teaching and working with students, so be sure to choose a staff member who has experience training others and is a good communicator.  The supervisor/mentor will be asked to verify monthly work hours and evaluate the student to provide constructive feedback.

• Encourage company involvement:

Invite your student intern to staff meetings, board meetings, and conferences if possible.  If there is a company picnic or luncheon, extend an invitation to your student.  Does your company participate in city-wide clean-up days, canned food drives, or community fun runs?  These are all great opportunities to extend to your intern that may create a richer internship experience.  

• Introduce your intern to your company's leadership/executives:

It makes a big impression when a student has the opportunity to meet members of the company's executive leadership.  If there is the opportunity for a brief, 10-minute interview with a couple other members of the staff during the internship, it can be very insightful and influential for an intern when they learn about how other employees navigated the transition form high school to career.

• Showcase your interns experience:

If you have a good internship experience, share about it with your staff and with your stakeholders.  Some businesses highlight their intern's story on their company websites and in social media.  

• Conduct an exit interview:

After you've completed the intern's final evaluation, ask about the student's experience:  What went smoothly?  What was difficult?  What could your company have done to support the intern differently?