Perhaps one of the least considered employment programs many small business owners consider is student internship through a local college or university. It is understood the program does afford the employer reduced labor costs. At the same time, the sponsor wants to see some degree of employer commitment to creating a learning environment, relevant experience and growth opportunities for the intern.

Internship does not simply mean you call the college, request a certain type of candidate, interview and then hire the individual. Colleges and universities take these internship programs very seriously. I use the example of Kent State University. Its internship program is well documented online. Policies and guidelines are clearly defined.

Kent State briefly defines its internship program as a unique opportunity, 'for employers to utilize undergraduates in the work place and to preview potential future full-time employees". In other words, it is hoped the employer will consider full-time employment in the future should the intern succeed on the job. As you may notice, the university clearly states its advocacy position for the student intern.

Internship program guidelines, clearly spelled out for any such program, include reference to the employer. They are summarized as follows:

• A member of your staff functions as a mentor to the student intern.
• Provide a formal introduction of your intern to the company staff to assist his or her assimilation into the work environment.
• Clearly communicate the job expectations from the outset to the intern.
• Whenever possible, include the intern in staff meeting.
• Always provide feedback to the intern so that he or she is constantly aware of job performance.
• Be certain the intern knows all company policies and rules.
• Create as many opportunities as possible for the intern to take on challenges in various departments of the company.

These guidelines encourage job orientation, as should be the case with all new employees. It is hoped the intern will have as many opportunities as possible to learn the various elements of the operation and decision-making process in your company. Furthermore there are guidelines the student intern is expected to maintain.

West Texas A&M University has a very well defined program that goes the distance to clarify its expectations of employers. Expect to provide significant information regarding work hours, workdays, job description, company description, supervision and much more. The program even includes employer and student employee evaluation forms.

On more than one occasion I have been asked about employee internship programs. Always, my first response is the question, "Why?" You see, I know there are a very small minority of employers who seek out internship programs strictly with the motive to find cheaper, but intelligent labor. And sponsors of internship programs are very much aware of that attitude. In fact, many screen potential employers with that concern in mind. Wells College is another example of the internship program clearly defined by the opportunities sought for its student interns. You will notice intern jobs must be less than 50% clerical. Given it is an all-female college, administrators are obviously tackling any preconceived, traditional ideas of what a female intern is capable of doing on the job.

Check with your local college or university career services offices. Their job is to provide job opportunities for the students. Ask for detailed information about the program and the types of career education offered. You certainly don't want to be looking for an engineer at a liberal arts college.

Internship has shown itself to be mutually beneficial to intern and employer alike. And many interns have gone on to permanent employment with the sponsoring company.

© 2000, Carroll Stephen Windhaus