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HR Intern Checklist

August 5, 2001
Related Topics: Contingent Staffing, Candidate Sourcing, Featured Article
Afaculty internship can result in great benefits for both the company and the intern, but planning is essential. Here are some tips:

  • Meet with the faculty intern ahead of time and compile a list of benefits to everyone involved. "There should be a statement of work so both parties' expectations are at the same level," says Jim Snyder of BWXT Y-12 (formerly Lockheed Martin Energy Systems). "Everyone should know what you hope to accomplish so at the end there are no surprises."

  • Agree on specific projects. "Try very hard to have specific projects in mind," says Tom Zimmerman, formerly senior vice president at MYCOM, a Cincinnati e-business and communications company. "Don't leave the person on their own to 'find work' or 'make work,' but also give them sufficient flexibility to look around at different aspects of the operation and learn whatever they deem appropriate."

  • Have the faculty member sign a nondisclosure agreement if he or she will have access to company secrets.

  • Be flexible in scheduling. Working around the schedules of faculty members can be trickier than for those of students, especially if a project extends beyond the summer.

  • Explain the benefits of a faculty internship to employees. "You have some internal selling to do with different areas of your company," says SCANA's Cathy Love. "It takes time to make this a valuable experience for teachers."

  • Check with faculty interns frequently to make sure they're not encountering any obstacles.

  • Conduct an exit interview to solicit suggestions from the intern.

  • Stay in touch. "If you open a door, if it's appropriate, it's nice to keep the door open," Snyder says.

Workforce, August 2001, p. 38 -- Subscribe Now!

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