the Capitol Kempinski Hotel Singapore

Sanja Milicevic

Progressive organizations recognize the value of internship programs to the whole internal culture, work dynamics, overall progress and brand reputation.

Seeing an internship program as a whole journey, by being thoughtful and deliberate in every step of creation and implementation, you can craft a rewarding experience for students and your organization.

Here are some of the ways that organizations can focus on attracting and managing young talents throughout their program. Get inspired and take your next step in building young leaders today!

1. Invest in Building Strong Industry Partnerships

Attracting a talent pipeline, first and foremost, starts with investing time in establishing connections with universities and schools and meeting their representatives, which builds trust and optimizes the business value of an internship program. Furthermore, be present and visible. Attend career fairs, project collaborations with industry tours, give career talks and guest lecturers to students, partner in consultancy programs surveys, and sponsor scholarships to support tomorrow's top talent. Finally, it is important to stay committed to increasing diversity within your internship program, and having students from different educational backgrounds which adds a great value to the overall on-job experience.

2. Be Authentic during an Interview Process

Being your authentic self means being honest and real during the initial conversation; this allows you to start building meaningful relationships right away. Keep a warm expression on your face. Smile and show enthusiasm and energy in your voice. Authenticity means being straightforward with culture and work environment and how your values align with the company’s. Tell a story about your passion for what you do, your accomplishments, success stories and people development. Authenticity during an interview process can develop into many beautiful moments, such as seeing a potential candidate walking with a camera towards a window to show snow when hearing how much I miss winter while living in a tropical country. Finally, have students’ best interests at heart. Encourage completing upcoming interviews as a learning experience, and at the same time, they can make the best choice that aligns with their objectives; allow time to discuss further the benefits and employment conditions with their family and friends, which is particularly important for those who are applying for an oversea opportunity.

3. Understand Student's Objectives and Business Needs

Show curiosity about students’ interests and aspirations that will help you to provide them with quality learning opportunities and place them in the right environment that would strongly support your business needs. Have a clearly defined on-the-job training plan that aligns with your company’s goals and students’ learning objectives. Give them the opportunity to explore areas they are interested in – for example, if they are in an environment where they see growing their career, they will be more likely to engage with the learning process.

"Let us continue to cultivate an environment where the next generation of professionals can thrive and build necessary skills for the future"

4. Stay Flexible with Roles and Rotations

Internships and students’ expectations have evolved, forcing organizations to rethink and redesign programs. It is more important than ever to be flexible in how an internship is structured, allowing different rotations, not only within the same department roles but also between various departments of an organization. These personalized experiences help each intern develop the necessary skills, explore strengths and ultimately discover a passion.

5. Set the Expectations of Each Stakeholder

Internships are not right for every organization. This type of program requires adequate leaders and human resources to support it. Recruiting and managing interns is a big responsibility, and if you want your interns to be successful, you need to manage them well. The majority of interns are entering a workplace for the first time, and managers are probably the intern's first example of how a professional behaves and performs. So, each stakeholder needs to take that responsibility seriously and act accordingly. As a leader, you are in a unique position to shape an intern's experience not only of your company but also of their experience of leadership, professionalism and working life. As their manager, you can play an important role in shaping their work experience in a positive and lasting way.

6. Master the Arrival Experience

First impression counts! On your intern's first day, review your goals and expectations. To ensure that your intern gets the most out of their experience, introduce them to other students in different roles throughout your organization. It is great to have your peers around you who will help you settle faster and be more comfortable. Show-around, introduction to other departments, buddy system and organization’s induction program are just a few key elements of success. You might consider a welcome gift, which is part of an employer branding strategy where students can already feel like part of the team and share their excitement further online and with their family and friends.

7. Have Regularly Feedback Sessions & Stay Curious about Intern’s Progress

It's necessary to check in regularly! Not only will regular check-ins make your intern feel more connected to their role, but it will also allow you to get real-time feedback from what they are experiencing on-job, their progress, expectations and working culture. Continuously invite a conversation to explore what they want to accomplish and how they feel about their current tasks. During these sessions, you want your intern to feel comfortable bringing questions and concerns directly to you, but also coaching them to have conversations with their direct supervisors and managers will help them practice good communication skills and navigate difficult conversations in their next full-time employment.  

8. Fond Farewell

Upon the intern’s departure, it is important to actively reflect and summarize feedback to improve the program and remain an attractive employer for young talent. Prepare completion certificate and organize a farewell with key stakeholders. Highlight students' strengths and values, which showcase appreciation for their individual contributions and will leave lasting positive memories. Offer your support even after bidding a farewell, which will set a tone for a strong relationship. Remember to take photos, document them and share them further with their school representatives as a wrap-up of one successful chapter.

Let us continue to cultivate an environment where the next generation of professionals can thrive and build the necessary skills for the future. Most importantly, create a workplace that encourages a spirit of learning and continuous improvement to drive efficiency and optimal business results in a manpower-lean economy.