Despite greater recognition of their negative impacts on the workforce, lack of diversity and an abundance of unpaid internships remain issues, says Anjali Lalani.
Employers committed to building a pipeline of diverse talent must consider how to diversify the makeup of their internship program.
Talent acquisition professionals provide insight and ideas on topics around internships, such as converting interns to FTEs, internship duration, and more.
Many employers that shifted their internship programs to virtual during the pandemic plan to make virtual assignments part of their internship programs in the future.
During the pandemic, only 22% of college students took an internship, half were in-person positions, and quality indicators for online internships were low, according to a new study.
The number of offers accepted by Cigna’s 2020 cohort of virtual interns indicates that the company’s conversion strategy was successful. There are several key reasons for this success.
One of the benefits of employers converting their interns to full-time hires is evident in employee retention rates.
The lessons Cree Wolfspeed’s URR team learned during the COVID-19 pandemic have helped inform their preparation for this summer’s program and beyond.
More than 40% of employers will offer a hybrid internship program this summer, and approximately 45% prefer and expect to attend both in-person and virtual career fairs this fall.
The average hourly wage for bachelor’s-level interns has increased steadily since 2014. Despite the COVID-19 pandemic, that is the case again this year.
According to results of NACE’s 2021 Internship & Co-op Survey, an average of 62% of interns were white and nearly 58% were male.
Many challenges with managing an internship program as a sole URR practitioner can be overcome by being resourceful, especially by involving colleagues.
The average conversion rate for interns climbed nearly 20%, fueled by a substantial increase in the average offer rate, according to results of NACE’s 2021 Internship & Co-op Survey Report.
NACE is polling employer members and nonmembers about their plans for their summer internship programs and fall 2021 recruiting. The poll, which runs April 6 – April 30, 2021, looks at internship format, e.g., in person, virtual, hybrid.
Offering regular activities keeps interns engaged with the organization, which is crucial, especially in a virtual environment.
NACE research shows that paid internships benefit students in their initial post-graduation job search: more job offers, higher starting salaries, and a shorter search. However, the data also show that this path to employment may be exclusive, with racial/ethnic minorities, women, and first-generation students all underrepresented in paid internships.
How do virtual internship programs compare with their pre-pandemic counterparts? NACE members share what they have heard from students about their virtual summer internship experiences.
The value of Eaton Vance’s summer internship program is evident in the attention the firm dedicated to its transition to virtual last spring and its management last summer.
Although AOIC requires potential interns to be enrolled in college, in certain cases, summer interns who did not return to school because of COVID have been allowed to stay on.
Abbott Laboratories’ high school internship program exposes students from diverse backgrounds across the United States to STEM fields.
CDK Global’s retooling of its internship offboarding process has expanded opportunities for interns to stay connected with the firm.
Swinburne University created the AccessAbility Careers Hub, which provides targeted career education for students with disabilities.
Companies that currently do not have jobs or internships should try to provide students with learning engagement support or development, and strive to make connections with them.
Following the Great Recession a little more than a decade ago, many organizations learned a costly, yet valuable, lesson.
PwC is providing its more than 3,600 summer interns with an experience that is preparing them for the new virtual world.
INROADS has co-developed a program to help organizations recruit students at a greater number of HBCUs across the United States for paid internships.
How can organizations maximize remote work experiences—such as internships—to ensure that their benefits are not lost in translation?
NACE quick polls, launched in March 2020, tracked members’ response to the coronavirus pandemic and revealed the evolution of members’ strategy and tactics.
Marc Morial, National Urban League, discusses the digital divide for students of color—which is in danger of widening during the pandemic—and what employers can do to bridge that gap.
Intern conversion is a business imperative at all times, but especially in the current job market, when many organizations are shrinking budgets.
Asurion is keeping its 12-week, full-pay internship format and offering additional learning opportunities and intentional networking for its interns every week.
Despite the impact of the coronavirus pandemic, Campbell Soup Company has not altered the focus of its internship program.
Engineering Consulting Services has taken a different perspective to adapt its annual intern summit to the virtual space.
Virtual internships are essential in the current work environment, but it is important to recognize that many benefits of a traditional internship are lost.
There are several strategic and innovative steps Duolingo is taking to ensure it delivers a valuable experience for interns in the virtual work environment.
MITRE was tracking to host 500 interns this year. Despite the coronavirus pandemic, the company has not abandoned plans to hold its internship program this year.
During the uncertainty caused by the coronavirus pandemic, companies need to communicate the status of their summer internships to their interns.
Providing impactful professional development opportunities for interns can have positive implications for organizations.
The internship program at Mars, Inc. has undergone significant changes recently that have bolstered not only its numbers, but its value to the company.
What is your organization’s alcohol
policy for interns during events? Responses range from carding employees to not
serving alcohol at all.
Employer members in the NACE Community discuss the appropriate amount of time to give an intern to decide on an offer of full-time employment.
Offering community service days is important for Ellucian because it helps with interns’ experience and engagement, and with branding the program.
Employers deciding between two equally qualified intern candidates will most likely choose the one who has leadership experience.
While interns and co-ops have seen their average hourly wage grow in recent years, it grew for interns but dropped for co-ops this year.
The recruiting methods for interns and co-ops that employers use the most and find the most useful go hand in hand.
Planned social activities and paid holidays top the list of the benefits employers most commonly offer to their interns and co-ops.
How should organizations classify returning summer interns who also worked for the organization part time during the school year?
On-campus recruiting methods and services offered by the career center are prominent techniques that employers use to recruit their interns and co-ops.
Ellucian’s internship toolkits are intended to enhance the employee experience, while providing interns and their managers with key information and resources.
Achieving success in
intern hiring requires employers and colleges to work together. To do so,
employers must overcome common misconceptions.
The NACE Research
Department offers suggestions for getting the most out of your organization’s
Freeport-McMoRan’s intern evaluations include
a competency and performance rating system the company has developed.
In recent years, Halliburton has professionalized its internship program by creating new engagement initiatives and increasing internal stakeholder interest.
Baxter Healthcare’s Intern Project Expo allows interns to articulate their experiences, and gives the company a true sense of its interns’ skill sets.
Employees are protected against harassment in the workplace. But what happens if the person subjected to harassment is an unpaid intern, not an “employee”?
Fifty-eight percent of employers responding to NACE’s 2018 Internship & Co-op Survey offered interns relocation assistance.
Your intern orientation can help your interns succeed, establish goodwill at the outset, and put you one step closer to conversion.
The acceptance rate for interns increased from last year, while the offer and conversion rates both dropped.
According to NACE’s 2018 Internship & Co-op Survey, organizations typically source interns via open applications and college career center contacts.
How do employers announce and introduce their interns throughout their organizations?
Kellogg’s intern conversion rates have been steadily increasing since the launch of its summer internship program in 2012.
Two college professors who are developing a training program for interns about sexual harassment in the workplace offer tips for employers developing similar training programs.
MITRE allows some high-performing interns who completed a summer internship on site to work part time from campus and apply what they're learning on campus to the company’s work.
When setting intern salaries, factors such as students’ major, functional area, degree, and year of study are important considerations.
By offering a signing bonus to interns/co-ops who meet certain criteria for housing, Alcon has avoided candidate fall out and expanded its recruitment area.
Several URR professionals weigh in on a question posted in the NACE Community about allowing interns to work from home.
During a recent conference call among NACE Community members, employers discussed issues, solutions, and best practices in their internship programs.
The diversity initiatives within the Wolf Trap Foundation’s internship program help to ensure that all students have the opportunity to succeed.
Scott Resource Group research examines students’ view of 35 internship program factors, according to their expectations and actual experiences.
Students’ satisfaction with their internship/co-op experience has a strong effect on their likelihood of accepting a full-time offer with the same employer.
CohnReznick has shifted the focus of its internship program to the early identification of entry-level hires. The numbers show the impact of this change.
Is it an employer’s responsibility to provide their interns and co-ops with honest assessments of how their lines of work may fare economically?
From where do employers source their interns and co-ops? And when do they start the recruiting process?
Rockwell Collins has attained high intern/co-op conversion rates by identifying strong candidates and providing them with a valuable experience.
Interns and co-ops continue to spend the bulk of their time on duties requiring analytic/problem-solving and project management skills.
Employers say major was the most influential characteristic between two otherwise equally qualified candidates for an internship or co-op position.
Just 14.5 percent of employers responding to NACE’s 2017 Internship & Co-op Survey featured rotational internship programs in 2017.
The practice of employers offering signing bonuses to candidates for intern and co-op positions seems to be making something of a comeback in recent years.
The key competencies employers want in the students they hire for internships are also among the skills employers help their interns to develop.
The retention rates of hires who have internship and co-op experience have been gradually decreasing in recent years, according to results of NACE’s 2017 Internship & Co-op Survey.
When it comes to selecting students for their internship and co-op programs, employers have a set of five competencies that are “must haves.”
Career/job fairs and on-campus recruiting continue to stand out as the most highly effective techniques that employers use to recruit interns and co-ops.
The key metrics for measuring success in converting interns into full-time hires—offer and acceptance rates—indicate a robust college hiring market.
Last summer, IBM provided internships for roughly 2,000 students. Having an efficient program that provides valuable experience is a key to managing it.
Dell’s “culture code” of core values and other focus areas have helped to propel its internship program through a recent large-scale integration.
How do employers help interns find temporary housing? Employer members of NACE’s Community noted several methods of helping interns with temporary lodging.
One of the primary drivers of the success of CSRA’s internship program is ongoing engagement—both when interns are on site and when they return to campus.
Employers rating NACE’s eight career readiness competencies in terms of essential need in hiring new grads put “critical thinking/problem solving” at the top.
On average, employers begin recruiting interns eight months before their start date. How do they source interns?
Combining various rates and participant feedback allows for deep insight into the health of an internship program.
Are students who repeat their internship experience with an organization more likely to convert to full-time hires? nearly 90 percent of eligible returning interns received an offer of full-time employment, and nearly 90 percent of those accepted. In comparison, just 43.5 percent of nonreturning interns were offered a job with their internship employer.
Professional development has always been a top priority of PSEG’s internship program. PSEG recognized that developing its interns makes them feel valued, and strengthens the bond between the organization and its interns.
Over the past decade, employers have bolstered the slate of benefits they have offered to their interns, according to NACE’s 2016 Guide to Compensation for Interns & Co-ops.
This year’s intern offer rate is the highest it has been since the peak of the pre-recession market, and the conversion rate reached a 13-year high, according to results of NACE’s 2016 Internship & Co-op Survey.
To make its internship program a valuable source of talent, Owens Corning places emphasis on hiring interns who it feels would be successful leaders in the future and on building deep connections between interns, the company, and the community.
When it comes to finding out what college students want in an internship program, who better to ask than interns themselves. The Walsh Group has used intern feedback and insight to help shape its internship program and achieve a high intern conversion rate.
Document aspects of your organization’s internship program on an ongoing basis to, among other things, help you clarify what you do, how you do it, and why you do it.
Best practices for internship programs, including work assignments, orientation, housing and relocation, work arrangements, and managing the program.
Successful strategies for converting interns into full-time hires. As the job market continues to improve, employers continue to look first within their internship programs for entry-level college hires.
Average percent of eligible interns converted to FTE
2021 Internship & Co-op Report
Average percent of eligible interns receiving a job offer
2021 Internship & Co-op Report
Mean hourly rate for bachelor’s-level intern
2021 Guide to Compensation for Interns & Co-ops
Percent of employers that use GPA to screen candidates
Job Outlook 2022
Percent of employers that have allocated more funds/resources since June 2020 to recruit historically underrecruited candidates
September 2021 Quick Poll: Racial Justice Follow Up
Percent of employers that have made a lot of change to sourcing for a diverse workforce
September 2021 Quick Poll: Racial Justice Follow Up