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Transform Your Transform Your Internship Program: Internship Program:
Tips for Recruiting, Managing and Evaluating Your Student Talent
Tina MooreRegina Waters
Jill Wiggins Drury University
Center for Nonprofit Communication Conference 2012
Center for Nonprofit Communication Conference 2012
Complete this thought:Complete this thought:
We really could use an intern…We really could use an intern…
IntroductionsCenter for Nonprofit Communication Conference 2012
Recruiting InternsCenter for Nonprofit Communication Conference 2012
Preparing to RecruitPreparing to Recruit
Identify needs of organization
Develop a job/internship description
Paid vs. unpaid? (Refer to DOL Fact Sheet #71)
Who will supervise the intern?
Will you require the student to earn college credit?
Center for Nonprofit Communication Conference 2012
How to Recruit an InternHow to Recruit an Intern
Faculty Members
Professional Organizations
Job Fairs
Current/Former Interns
University Career Centers◦Internship Coordinators◦Job Databases (Optimal Resume)
Center for Nonprofit Communication Conference 2012
Selecting an InternSelecting an Intern
Review applications/resumes
Schedule interviews
Check references
Extend an offer
Center for Nonprofit Communication Conference 2012
Managing/Mentoring Your InternsCenter for Nonprofit Communication Conference 2012
College/University RequirementsCollege/University Requirements
If the student is earning credit, make sure you know the expectations/requirements of the institution (Drury internships)
Signing appropriate paperwork
Corresponding with faculty/internship coordinator
Evaluations
Center for Nonprofit Communication Conference 2012
Expectations of InternsExpectations of Interns
A qualitative study reveals:
◦Exposure to field of study
◦Perform mundane vs. meaningful tasks
◦Acquire relevant skills
◦Career advancement
◦Compensation
Center for Nonprofit Communication Conference 2012
Setting the ToneSetting the Tone
Clearly define expectations◦Work schedule◦Timekeeping◦Dress code◦Other company policies
Social media, etc.◦Start and end dates for internship
Determine goals for both you and the internProvide appropriate orientation and training
Center for Nonprofit Communication Conference 2012
Mentoring Your InternsMentoring Your Interns
Invite them to professional organizations/ meetings
Include them in meetings when appropriate
Ask for their feedback/ideas
Provide regular feedback
Provide ongoing training
Center for Nonprofit Communication Conference 2012
Challenges Facing Challenges Facing Mentors/SupervisorsMentors/Supervisors
Too Little Time – to recruit, mentor, teach, delegate
Interns/new grads not receptive to constructive feedback◦Dress/Appearance/Professionalism◦Quality of Work/Writing Skills◦Interpersonal Skills
Problems with written evaluation tools
Center for Nonprofit Communication Conference 2012
Evaluating the Intern’s PerformanceCenter for Nonprofit Communication Conference 2012
Comparison of Intern & Supervisor Comparison of Intern & Supervisor RatingsRatings
McDonough, Rodriguez, and Prior-Miller Study (Journalism & Communication Educator, 2009)
Compared assessments: midterm & end On final evaluation, interns rated themselves
higher in the areas of:
- interpersonal skills (comm. with others/take direction/accept constructive criticism)
- professional conduct (punctual/dress/initiative)
Center for Nonprofit Communication Conference 2012
Supervisor/Mentor Evaluations:Supervisor/Mentor Evaluations:Traits Seem to Trump Behaviors & ResultsTraits Seem to Trump Behaviors & Results
TraitsProfessionalism
(prepared, punctual, mature)
Take initiative (self-starter, curious)
Good communicator
Attitude/willingness to learn & grow
Ability to learn
BehaviorsUse skills, demonstrate
competencyAttention to
detail/accuracyRespond to directionsTimeliness/punctuality
ResultsGet job done, complete
defined tasks, meet goals
Center for Nonprofit Communication Conference 2012
Fine-tuning Performance Fine-tuning Performance Evaluation ToolsEvaluation Tools
Feedback that focuses on who a person is (traits) does not necessarily change what a person does.
Review performance evaluation tools to determine if there appropriate emphasis on behaviors and results.
Center for Nonprofit Communication Conference 2012
Sample Evaluation QuestionsSample Evaluation Questions
Behavior-based appraisal:
Produces well-written and accurate media monitoring reports. Never Rarely Sometimes Frequently Almost Always
Results-based appraisal:
Number of donations collected for XYZ Fundraiser: ____ (expected range: 30-40)
Trait-based appraisal:
Cooperativeness: Very Low Low Average High Very High
Center for Nonprofit Communication Conference 2012
Additional Tips for Additional Tips for Mentors/SupervisorsMentors/Supervisors
Provide a written job description and orally review the details of the description
Examine your assumptions about the cause of undesirable performance or behavior
Provide written and visual guidelines for workplace dress:◦ Don’t assume consistent interpretations of business and
business casual◦ Provide rationale for policies
Center for Nonprofit Communication Conference 2012
Questions and Questions and Discussion Discussion
Center for Nonprofit Communication Conference 2012