Confirming the viability of virtual internships

January 31, 2012 at 8:35 am | Posted in Enlarging internship programs | 1 Comment
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Coach Susan Sandberg

Susan Sandberg

Intern Profits, a service of Efficient Enterprises, Inc., just released an industry White Paper exploring the viability of virtual internships. The document, entitled: “A White Paper: The Case For Virtual Internships,” addresses the pros and cons of virtual internships, the types of internships best suited for virtual internships, and how to make a virtual internship effective for all parties, including the employer, intern and colleges and universities.  Virtual internships may be the answer for students who are knocking at your office door, wanting an internship now.

The following tips will help your students have a successful virtual internship experience:

  • Why virtual internships:  “Virtual internships are an innovative new approach to career development that benefits both employers and students trying to juggle school, an internship, and other obligations. This white paper offers, in detail, a look at the importance of virtual internships, and combined with other resources, presents a great background for employers looking to hire students to work virtually,” said Yair Riemer, Vice President Global Marketing, Internships.com.
  • Application process:  The most common virtual internships are in information technology, software development, research, sales, marketing, blogging, and social media. Companies are looking for self-reliant, self-starters who are comfortable with Web conferences, emails, and phone calls.  The process to apply for a virtual internship is the same as for a traditional one—send a resume and a cover letter and participate in a phone interview. As a career services professional, you might do some role playing with students to prepare for phone interviews.
  • Questions:  Students applying for virtual internships should ask the following questions:
    • How much mentoring and feedback will I receive?
    • Who is my key point of contact and how often do we make contact?
    • What is the type of work and what are the expectations?
    • Will I receive payment or college credit?
    • How many hours a week are involved and for how long a period?
    • Will I get a letter of reference if I do a good job?
    • Could I view the work of former virtual interns?
  • Sample Virtual Internships:  If your students search for virtual marketing internships on internships.com, they’ll come up with 2,794 listings. For example, Inshelf.com in North Bergen, NJ offers year-round virtual internships to assist in creation of signage, circulars, mock-ups, email campaigns, preparation of marketing materials and more. The internships are unpaid with college credit. Or they might like to go for the paid with college credit internship in Germany with nal von Minden, a health care services/supply company that is looking for students to take part in six-month internships. The company says its internships are not limited to marketing majors.

Connecting Internships to Jobs

January 26, 2012 at 8:32 am | Posted in Summer internships | 1 Comment
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Coach Susan Sandberg

Susan Sandberg

Internships.com CEO, Robin D. Richards, says “Internships are the new job interview. With seven out of every ten internships turning into full time jobs, choosing the right opportunity to pursue is critical.”  The Web site offers search options, including All Opportunities, Internships, and Jobs to help your students find the best fit. According to a recent article in The Wall Street Journal, technology giants have been expanding their summer-intern programs, while smaller tech companies are ramping up theirs in response to “woo summer interns.”

The article identifies several companies that might be excellent internship / job resources for your students:

  • Facebook / Google:  Facebook Inc. plans to hire 625 interns for next summer, up from 550 this year. Google hired 1,000 engineering interns this past summer, up 20% from the previous year. Yolanda Mangolini, Google’s director of talent and outreach programs, says the company is still figuring out its target for 2012, based on its overall staffing plan. Google generally extends offers to the majority of its intern class. “It is one of the primary ways we find full-time hires,” Ms. Mangolini says.
  • Dropbox Inc.:  The company plans to hire 30 engineering interns for next summer, up from nine this year, says engineering manager Rian Hunter, who adds the company wants interns to comprise one-third of its engineering team. The San Francisco-based file-sharing company this year dispatched its entire engineering team to recruit at more than a dozen colleges, up from just five schools last year. “More interns mean more opportunities to bring people to the company,” Mr. Hunter says, noting Dropbox is seeking people as young as college freshman.
  • Bump Technologies:  Interns allow you to “try before you buy,” says Bump Technologies Inc. Chief Executive Dave Lieb, who plans to hire as many as 10 for next summer. He says the 30-person company pays intern engineers about $10,000 for a roughly 12-week stint, similar to what other tech start-ups say they pay. Tom Greany, 23, a full-time software engineer at Bump Technologies, was originally a summer intern at the company.
  • Venture Capitalists:  Venture capitalists have begun doing some intern legwork for their companies. Kleiner Perkins Caufield & Byers, recruiting at 25 college campuses across the country, helped a cohort of its companies hire around 25 engineering interns for the coming summer through a new program called KPCB Engineering Fellows. Kleiner’s companies, including Klout Inc. and Twitter Inc., started notifying their new interns last week. “Competition for talent is so fierce,” says Kleiner partner Juliet de Baubigny. She says the firm may expand the program, which is currently for juniors in college, to others, including possibly high-school students.

Starting 2012 on a bright note for interns and graduating seniors

January 23, 2012 at 8:25 am | Posted in Job market | Leave a comment
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Coach Susan Sandberg

Susan Sandberg

The labor market continues to improve. The U.S. added 200,000 jobs in December, while the unemployment rate fell to 8.5%, the lowest rate since February 2009. The picture improves for internships, too, as new trends emerge in 2012. More and more internships are being paid, more internships are leading to jobs, and new innovative strategies generate more internships.

Here’s how:

  • Paid internships:  The Chicago Transit Authority offers a full-time, paid internship in Technology & Resource Management. It provides seniors or graduate students with hands-on, real-world experience, enabling interns to integrate and utilize knowledge and skills from the classroom and to discover where further competencies are needed. Major: Technology, Management, Tele-Communication (Communication Engineering), Business, Finance, Planning, Policy. Here’s a promising internship found on Internships.com for Commodity Trader at Norman International in Houston, TX. There are 5 full-time, paid positions at Norman, a privately held energy company with a portfolio of competitive and regulated energy subsidiaries.  Interns will market a portfolio of petroleum and natural gas derivatives to maximize sales revenues, work with a range of clients, develop service and maintain a book of clients in the energy industry. Suggest that your students browse through the thousands of listings to find other paid internships.
  • Internships into jobs:  President Obama on Dec. 31 signed a bill that seeks to encourage federal agencies to hire more interns into full-time jobs. The Federal Internship Improvement Act, which was attached to the National Defense Authorization Act, requires the Office of Personnel Management to create and maintain a centralized database of people who have finished, or are just about to finish, internships with federal agencies and are looking for full-time federal jobs. That database will contain job seekers’ names, contact information and relevant skills. The amendment also requires agencies to appoint an internship coordinator, and to conduct exit interviews and surveys with outgoing interns. Agencies will be required to send a report on how many interns took part in an internship program over the last year along with demographic and educational material. Those reports also must describe the work interns did, how the internship programs used mentors, and how agencies are recruiting new interns and taking steps to offer more interns permanent federal jobs.
  • Innovative Strategy: A pro-active professor at Ivy Tech in Indiana utilizes the local media to help his students find internships. He recently wrote an article promoting Ivy Tech students as excellent internship material and asking businesses to contact him to arrange internships consisting of 144 flexible hours of accounting or similar work. He also listed the students’ education and skills. “Any type of business with some in-house accounting is ideal for our interns and can be a great asset to your business. We have had students work in local CPA firms, banks, multiple for profit business, hospitals and municipal government centers.” He ended the piece with a clear call for action. “Please help our students obtain this important piece of their education by offering internships. If you’d like more information or would be willing to interview students for potential internships anywhere in East Central Indiana, contact Kevin Veneskey, CPA, accounting.

Connecting Internships to Jobs

January 3, 2012 at 10:23 am | Posted in Views on the News | 1 Comment
Tags: , , , , , , ,
Coach Susan Sandberg

Susan Sandberg

Internships.com CEO, Robin D. Richards, says “Internships are the new job interview. With seven out of every ten internships turning into full time jobs, choosing the right opportunity to pursue is critical.”  The Web site offers search options, including All Opportunities, Internships, and Jobs to help your students find the best fit. According to a recent article in The Wall Street Journal, technology giants have been expanding their summer-intern programs, while smaller tech companies are ramping up theirs in response to “woo summer interns.” The article identifies several companies that might be excellent internship / job resources for your students:

  • Facebook / Google:  Facebook Inc. plans to hire 625 interns for next summer, up from 550 this year. Google hired 1,000 engineering interns this past summer, up 20% from the previous year. Yolanda Mangolini, Google’s director of talent and outreach programs, says the company is still figuring out its target for 2012, based on its overall staffing plan. Google generally extends offers to the majority of its intern class. “It is one of the primary ways we find full-time hires,” Ms. Mangolini says.
  • Dropbox Inc.:  The company plans to hire 30 engineering interns for next summer, up from nine this year, says engineering manager Rian Hunter, who adds the company wants interns to comprise one-third of its engineering team. The San Francisco-based file-sharing company this year dispatched its entire engineering team to recruit at more than a dozen colleges, up from just five schools last year. “More interns mean more opportunities to bring people to the company,” Mr. Hunter says, noting Dropbox is seeking people as young as college freshman.
  • Bump Technologies:  Interns allow you to “try before you buy,” says Bump Technologies Inc. Chief Executive Dave Lieb, who plans to hire as many as 10 for next summer. He says the 30-person company pays intern engineers about $10,000 for a roughly 12-week stint, similar to what other tech start-ups say they pay. Tom Greany, 23, a full-time software engineer at Bump Technologies, was originally a summer intern at the company.
  • Venture Capitalists:  Venture capitalists have begun doing some intern legwork for their companies. Kleiner Perkins Caufield & Byers, recruiting at 25 college campuses across the country, helped a cohort of its companies hire around 25 engineering interns for the coming summer through a new program called KPCB Engineering Fellows. Kleiner’s companies, including Klout Inc. and Twitter Inc., started notifying their new interns last week. “Competition for talent is so fierce,” says Kleiner partner Juliet de Baubigny. She says the firm may expand the program, which is currently for juniors in college, to others, including possibly high-school students.

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