Frequently Asked Questions
Q: What is an intern (and what is not)?*
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A: An Intern Is...
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An Intern Is Not...
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Clerical Tasks:
Interns take opportunities within companies that will allow them to gain hands-on experience. While clerical tasks are required of nearly all employees from time to time, an internship should consist of no more than 20% clerical work (filing, copying, etc). The majority of the internship experience should include projects and other tasks that are directly related to the career field.
Student vs. Employee:
At times, internship responsibilities may conflict with classroom or academic activities. In such a case, it is helpful for an internship supervisor to respect the intern's primary role as a student. During peak academic periods, such as midterm or final testing weeks, supervisors may wish to discuss alternative scheduling options with the student interns.
Capitalizing on Talents:
When working with interns, it is important to realize that students are entering internships with a certain degree of basic knowledge. Most interns will be entering their chosen career field in less than two years, and are capable of taking on related projects and tasks. Make an effort to determine where an intern's talents can best be used, and help them develop the required skills sets for the field.
Q: Do I need to sign-in to see students looking for internships?
A: Yes, for the protection of our users we require a sign-in to see student and employer information. Sign in here to view students in our system.
Q: Can a student from outside the Columbus Region use the site?
A: Although the purpose of this web portal is to assist students from local colleges and universities in finding internships with employers in the Columbus Region, students enrolled in colleges outside the region or the state are not prohibited from using the site. However, if these students require personal support, they will be referred back to the career services department on their own campuses.
Q: Can I use this site to find a job?
A: No. This web portal is limited to providing internship opportunities for local college students with employers in the Columbus Region.
Q: How do I create a meaningful internship program?
A: Increasingly, employers demand that applicants for entry-level positions possess prior work experience as a requirement for employment. Fortunately, employers report that a meaningful internship during college will satisfy that requirement. What follows are some great suggestions on creating a meaningful internship program:
- Ensure the internship offers relevant experience in the student's chosen field.
- Encourage interns to initiate products, ask questions, absorb information and provide feedback as a part of their experience.
- Create an internship description/role that is structured to simulate an actual job.
- Define clear beginning and end dates.
- Establish in writing an agreement between the organization and the intern regarding expectations, responsibilities, evaluation, resources, learning goals, supervision, work schedule duration and wage.
- Assign an employee to mentor the intern.
Click here for more information on meaningful internships. In addition, you should view the group blog to learn from employer-peers who may have experiences that you can learn from. The Columbus Chamber will also provide training throughout the year on creating meaningful internship programs.
Adapted from: Capital University Career Services
Q: When are internships typically offered?
A: While the archetypal internship takes place during the summer, students seek internship opportunities throughout the year. Therefore, employers can offer internships when it best fits their schedule, with confidence that students will be available. Not only is there flexibility in when internships can happen during the year; they can be any combination of full-time or part-time, paid or unpaid, and for credit (through a participating university). Click here for information on unpaid internships.
Q: What is the difference between an internship and a co-op?
A: An internship typically lasts one semester or quarter and should be based on the student's academic major. In general, interns are hired by an employer to complete a specific project(s). Often the internship is supervised by a faculty member, especially if the student is receiving credit for the experience. Ideally, the student is paid a wage for the experience; but if the experience is unpaid, the intern should receive academic credit through their educational institution. The student is supervised at the site by an employee-mentor, and will likely be required to complete a reflective journal and/or research paper connected with the learning that has taken place.
On the other hand, a co-op (cooperative education) generally provides a student with two semesters or quarters at the worksite. Co-ops experiences are paid and are progressive: students are paid for every hour they work and often they are rotated among various departments within the same employer. This experience is also connected with the student's academic major with similar reporting requirements to those of an internship. These experiences often provide a student with a greater breadth and depth of experience than may be available through a one-term internship. Depending upon the academic institution, co-op students may receive credit or a designation on the academic transcript for participation in the program. There are two forms of cooperative education programs:
- Alternating: The student works full-time for a participating employer, then returns to school on a full-time basis the following term.
- Parallel: The student works part-time for an employer (roughly 20 hours) and attends college at the same time on a part-time basis.
Practicum - This experience is very program specific, with a list of certain activities or requirements the student must complete to validate the application of theory to practice. This experience differs from an internship or co-op in that there may be pre-expected and pre-chronicled outcomes of this experience that are set by faculty in advance, or there may be the awarding of a competence certificate at the culmination of the experience.
Source: Interns and Outcomes: The Greater Cleveland Growth Association.
Q: What are the labor law requirements impacting unpaid internships vs. paid internships?
A: While employers are encouraged to pay wages to interns, sometimes budget realities make that impossible. Fortunately, there are some options available to employers who can only offer unpaid internships. First, there may be subsidies available from the college or from industry associations to help pay the student's internship wage. In addition, some students are willing to work in an unpaid internship, understanding that the experience itself makes it worthwhile. Ideally, these students are earning college credit in lieu of a wage?which may be a fair compromise?though employers must understand that the student still has to pay tuition to earn the credit, which may be a financial burden.
Regardless, an internship program must be carefully structured and documented to ensure compliance with the U.S. Department of Labor's Hour rules and Fair Labor Standards Act (FLSA). Employers should check with an attorney specializing in employment for guidance on their specific situation.
Q: What is the role of the college/university in the internship process?
A: Role of the Educational Institution
For both the company and intern, it is important to have the college or university play a key role throughout the internship process. Most college career services professionals are very enthusiastic and committed to forming successful partnerships. Typically, they are willing to play an active role in the following:
- Screening student internship candidates
- Conducting individual pre-placement orientations
- Introducing the student intern to the nature and purpose of the internship
- Consulting with the company supervisor and student intern on a regular basis regarding the student intern's performance
- Assuming responsibility for the removal of a student intern from the internship setting when necessary
- Assisting employers in evaluating intern work
If a student will receive credit for the internship experience, the employer will need to engage the student's advisor to ensure all the requirements (i.e., documentation, evaluation, etc.) are met.
Q: What should an internship orientation include?
A: As you would with any new hire, it is important to provide your new intern with the opportunity to get acclimated to your work environment. Probably the most important thing to do is to make the intern feel like a "real" employee. Here are some other things to consider:
- Share the organization's mission and goals, consider using your existing new hire materials to acquaint the intern to your organization
- Provide the intern with information on policies and procedures (formal and informal), including information on expected work attire and behavior
- Arrange for any security badges, computer access, e-mail accounts, internal phone directory listings, or internal mail delivery that may be needed for the intern's productivity
- Take the intern on a tour of the facilities and facilitate staff introductions
- Select a work area and dedicate equipment for the intern; arrange for training on computer systems, phone systems and other equipment (don?t forget that it is important to determine the level of training that will be required and who will deliver the training)
- Educate the assigned employee-mentor on his or her interaction with the intern and set expectations for the mentoring relationship
- If you have trade secrets or other proprietary or confidential information, it is appropriate to have the intern sign a confidentiality agreement at the outset of the internship
- Include the intern in staff meetings, when appropriate, and assist in scheduling informational interviews with colleagues in other departments or offices
- Meet with the intern on a regular basis to give feedback, answer questions and review goals
Source: Northeast Ohio Council on Higher Education