Benefits of Hiring an Intern. Flexible hiring: Students are available on a year-round basis for 4, 8, 12 or 16 months. York University follows a continuing recruitment cycle which allows you to post, interview and hire interns based on your organization’s needs. Facilitated hiring process: Hiring an intern is easy and our team is available to assist you each step of the way. We’ll coordinate the hiring process for you with services that include: free online job postings and application collection to interview scheduling and job offers. Financial Incentives: Your organization may be eligible for a refundable tax credit equal to 25-30% of eligible expenditures (i.e. Up to $3000 for each qualifying work period), if a student has completed a minimum of 8 consecutive months in an internship placement.
Your organization would not be eligible for the tax credit if the student completes a 4 month internship Hire an Intern or email for assistance. What Employers Have to Say “The York University Internship Program has been a tremendous benefit for the TD Technology team as it has given TD Bank the opportunity to work, mentor and train a number of the best students that will be graduating and entering the work force next year. Some of our students have decided they would like to start a full time career at TD upon graduation because of the positive experience they enjoyed through the program.” - Andrew Merritt, Senior IT Manager, TD Bank Financial Group “I believe this internship program is of great value to both students and corporations – our intern’s support was paramount to our marketing department and I also believe she learned a lot in her time with us.” - Jo Figueiredo, Volkswagen Group Canada Inc.
By also providing adequate training before the program begins or hosting an intern orientation, you’ll see even better results. The more resources your company is willing to put towards the internship program, the better it will be. The better the internship program, the more competitive it will be. And the more competitive the program, the stronger the applicant pool. Basically meaning, if you have a great program, you’ll attract great students. Fresh Perspective Anytime you talk business with someone outside of your industry, team, or day-to-day operations, you’re often surprisingly inspired by what you learn. The same goes for an internship program.
By bringing in students who aren’t inside your company every day, they can offer a fresh perspective on your business, strategies, and plans. To experience these benefits, make sure to include interns in brainstorm sessions and encourage them to speak up in meetings. Retain These Interns for Entry-Level Hires Why hire people who’ve never worked at your company before? Why not hire young people as interns, teach them your business and how your company runs, and hire them when they graduate college? An internship can feel like a test period. It’s a great opportunity for you to test out this new working relationship and vice versa.
Many Fortune-500 companies retain over 80% of their interns as entry-level hires. Extra Set of Hands An intern provides an extra set of hands that can often help accomplish goals or finish projects. As long as the project will indeed help a young person learn a new skill, learn more about the industry, and give them a great learning experience – interns can work with other employees in the office on specific projects. Just make sure they are supervised and always given feedback on their work. Mentorship Opportunities Many employees look to young people. An internship program provides an opportunity for your current employees to connect with these college students, meet with them, speak with them, and ultimately – mentor them.
This mentorship program will be helpful for your business’s culture as well as the student’s well-being and continued learning.
10 Benefits of Starting an Intern Program You've mulled it over with management. It's consistently on the agenda at meetings. And you know that even—actually, especially—small- and medium-sized companies are already reaping huge rewards. In fact, you've been contemplating creating a program for months—even years. But you've yet to actually take the next step and start an internship program at your organization.
Hopefully, that's about to change. Consider these internship statistics from the National Association of Colleges and Employers' (NACE) 2009 Experiential Education Survey:.
![Internship Internship](/uploads/1/2/4/0/124080728/387070816.jpg)
67.7% of 2007-08 interns were offered fulltime positions. 83.6% of these offers were accepted. 35.3% of employers' fulltime, entry-level college hires came from their internship programs. If we look at internships from a solution-based perspective, it's good news as well. Because, essentially, as a small- to medium-sized business, your primary needs are twofold:. Effectively manage your workflow to accomplish immediate objectives.
Find new team members to help grow your business and accomplish your future (i.e. Larger, more lucrative) objectives. Setting up an internship program meets both needs simultaneously. But let's examine the specific benefits in more detail. 10 Benefits of Starting an Internship Program. Find future employees.
An internship program is a year-round recruiting tool. Fall internships, semester internships, and quarterly internships, implementing an internship program means you have an ongoing pipeline of future fulltime employees. For many, the process of recruiting and hiring is a drain on company resources.
One solution: Appeal to tomorrow's staff members when they're looking for internships, and all you have to do is choose the best of the bunch when it comes time to hire. Moreover, college campuses are viral societies. This means if your organization impresses one class of interns, word will quickly spread. Soon you'll find the most sought-after student talent is interested in working with you. Test-drive the talent. It's a human resources reality: A new employee makes a solid impression in the interview, but then just doesn't gel with your current team or your company's way of doing things. Because of this, hiring someone as an intern is the most effective way to evaluate their potential as a fulltime employee.
When you 'try out' candidates via a semester or summer internship, you make fewer mistakes when it comes to fulltime staffing; you avoid the pitfall of training a new hire, only to find out they're not a fit for your organizationor that the entry-level employee doesn't like the field. Starting an internship program lets you benefit from added manpower, while more accurately assessing candidates. Increase productivity. Speaking of additional manpower, setting up an internship program allows you to take advantage of short-term support. The extra sets of hands help your employees be more productive, prevent them from becoming overburdened by side projects, as well as free them up to accomplish more creative tasks or those where higher-level, strategic thinking or expertise is required. Increase employee-retention rate.
The proof for the test-driving theory is in the positive employee-retention figures: According to NACE's 2009 Experiential Education Survey, almost 40% of employers reported a higher five-year retention rate among employees they'd hired via their internship programs. Enhance perspective. It's not just the extra sets of hands that make interns advantageous. Especially in an organization of only 12 or 15 employees, new people bring with them novel perspectives, fresh ideas, and specialized strengths and skill sets.
These augment the abilities of your professional workforce. Take advantage of low-cost labor. Interns are an inexpensive resource.
Their salaries are significantly lower than staff employees, and you aren't obligated to pay unemployment or a severance package should you not hire them on fulltime. Moreover, while their wage requirements are modest, they're among the most highly motivated members of the workforce. Find free-of-charge. Internships.com allows you to post your employer profile completely free of charge. This means you get extensive exposure to the top colleges and candidates without putting a dent in your recruiting budget. Give back to the community. As a small business, you likely rely on community support.
Creating an internship program is an excellent way to give back. Hiring interns not only helps students in your community get started; it enhances the local workforce as a whole. Support students. Internships provide students numerous perks: They gain experience, develop skills, make connections, strengthen their resumes, learn about a field, and assess their interest and abilities. Offering a is particularly beneficial, because it enables economically disadvantaged youth to participate.
Students who have to help fund their own schooling will need a job, regardless. Providing an internship allows that job to facilitate a positive future.
Benefit your small business. When looking for fulltime work, the top talent often go for big-name businesses. But when seeking internships, learning is the leading draw. Many candidates feel they'll get more hands-on training, real experience, and mentoring opportunities with smaller organizations. Employer takeaway: In terms of both today's workload and tomorrow's workforce, starting an internship program is an excellent way to facilitate success at your small- or medium-sized business.
By Temps on the cheap? That's the impression many people might have of internships, in which college students do often-unpaid stints to gain experience and skills they hope will pay off when they enter the job market looking for full-time work. But interns aren't just making coffee runs and arranging the file cabinet. And not all of them are unpaid. College administrators say they strive to place interns at companies where both sides will benefit equally.
The intern will receive mentoring and training. And the companies get to accomplish side projects and other work while becoming become familiar with a person they may end up hiring in a few years. Michael Stowe, a partner at Westborough accounting firm Stowe & Degon LLC, said the accounting interns he oversees each summer work in the firm's audit department, where they visit clients alongside full-time auditors to learn the ropes.
![Internship Internship](/uploads/1/2/4/0/124080728/227646803.jpg)
'What we try to do is get them exposure to different industries and different-sized clients,' Stowe said. The several interns who work there each summer are 'pretty well paid,' he said. And the firm extended job offers to two recent interns.
Employer Benefits Cost
Employer-College Relations It's only February, but the career services departments at area colleges are in full swing, looking to pair students with companies near and far for the summer. They're also overseeing spring semester internships that have began within the last few weeks. Most have a stable of employers who take on interns and have done so for years. Sometimes, alumni who end up owning or working at an area company will take on interns from their alma mater. Interns work in a wide range of industries — medical, nonprofits, accounting, entertainment and media, public relations and marketing, fashion, and insurance, to name a few.
Such apprenticeships are nothing new. But administrators who oversee the programs say they have taken on new importance for their students. And colleges are encouraging students to do more than one, said Bethany Rossi, director of career services at Assumption College. 'I think that it's always been important, but I will share that we have even more of a focus on it now,' Rossi said. Last spring, Assumption senior Erin Sullivan interned for celebrity chef Rachael Ray in New York City, where she was responsible for tasks ranging from food shopping to handling the boom microphone. On some days when it snowed and there weren't enough attendees to fill Ray's audience, Sullivan would take a seat in the audience to help make the stands look full. Sullivan is also editor of Assumption's student newspaper, Le Provocateur, so she wants to combine her writing skills with her newfound production skills.
'I've been kind of antsy,' Sullivan said. 'I'm ready to get a job, but I just don't know what it is.' But she said learning how many behind-the-scenes jobs there are in television has given her hope. Alexandra Bellerose, a fellow Assumption senior, interned at the Greater Worcester Chamber of Commerce last year. A communications major, her internship focused on promoting events through social media and the chamber's website. She said she knew an internship would be vital to finding work when she graduates. 'It's a tough world to get into the job force,' Bellerose said.
Employer Internship Guide
'I'm the oldest in my family, so I'm the one who will be setting the example.' More Mandatory Than Optional All area colleges tell their students about the importance of internships and experience, including the College of the Holy Cross, said Pamela Ahearn, who is associate director of career planning and oversees the summer internship program. 'You hear more and more that internships are no longer just a nice thing for students to have on their resume,' Ahearn said. Because Holy Cross doesn't give academic credit for most of its summer internships, most of the interns get paid, which keeps the school and the employers on the right side of federal labor regulations. Last summer, 44 percent of Holy Cross interns were paid by their employers, Ahearn said, and most of the rest received stipends or grants through a combination of funding from alumni groups, endowments, businesses and other programs.
Colleges know the job market is competitive. Unemployment, even in Massachusetts' relatively robust economy, remains high (6.8 percent in December), which raises the value of prior experience.
And for companies, some of which remain timid about hiring, internships are a good way to test future candidates, tackle long-ignored side projects and bring in fresh ideas. Eye On Fresh Talent Keeping a stream of potential hires moving through the firm is the biggest benefit Stowe & Degon gets from the arrangements, Stowe said. The interns complete work and projects while at the firm, but what's more important to the partners is trying to sniff out who might make a good employee after graduation. 'Their productivity and how much they help us is really not why we do it,' Stowe said. 'It's a tryout.'
Inc., a Worcester-based nonprofit that provides services to children and families, treats internships similarly, said Beth Flanzbaum, assistant director of family services. But she said the 60 graduate student interns the nonprofit takes on each year also do invaluable work that would be hard to complete otherwise. 'I think our personnel number is close to 600, so 60 interns is a significant chunk of our workforce,' Flanzbaum said. 'Interns have a lot of energy and they also have a lot of really good questions they ask us. They help us in many ways to focus our thinking.'
She said employees sometimes go back to school for graduate degrees, then intern in more substantive roles at the nonprofit before being promoted to higher positions. 'It in some ways helps our employee retention, because it allows for professional growth among our staff,' she said. Internships By The Numbers From Area Colleges Here are a few statistics on internships involving students from these Worcester-area colleges and universities during the 2010-2011 academic year: Anna Maria College, Assumption College, Becker College, Clark University, College of the Holy Cross, Cummings School of Veterinary Medicine, Mass.
College of Pharmacy & Health Sciences, Nichols College, Quinsigamond Community College, UMass Medical School, Worcester State University and Worcester Polytechnic Institute. There were approximately 17,500 placements of undergraduate and graduate students in some type of experiential learning during the 2010-11 academic year. (Some students were placed more than once. These students spent more than 1 million hours in the community.
More than 1,480 organizations hosted students for a semester or full year; these included 730 nonprofits, 600 for-profits and some 150 municipal offices or public schools. Some 900 placements provided approximately 120,000 hours at 38 public schools in Worcester. Source: Colleges of Worcester Consortium.