An internship program should meet the specific needs of your company while providing a meaningful work experience for the student.  By conducting an internal needs assessment you will be better able to determine how an intern can meet your current as well as future needs (if you plan on transitioning the intern into a full-time employee).

There is no set formula to developing an internship, therefore by answering the questions below you may be better able to determine how an intern(s) could be best utilized at your company.

I. Will your organizational culture support an internship program?

Try asking around to see how your co-workers feel about bringing in interns.

Why might people not support an internship program? Be prepared to respond to these concerns.

You can shape your organization’s culture by including relevant employees in the conversation about how your internship program will advance strategic organizational goals.

How much will top management support your program? How involved will they be?

II. What human resources do you have to support an intern?

Who would supervise the intern?

Can your organization provide an individual with enough time to organize the program? Who do you think that person would be?

Are there employees in your organization who could develop supervisory skills by working with interns?

III. What physical resources do you have to support an intern?

Adequate workspace

Computer access

Internet access

Phone and fax

Parking

Access to people who the intern would work with to complete their projects

IV. What financial resources do you have?

Can you pay an intern?

Can you provide other benefits to the intern? (Training, meals, etc.)