The following Q&A with founder Matthew Zinman is intended to give interested readers an easy format to gain desired insight. If any questions remain, please feel free to contact Customer Service.

ABOUT INTERNS & INTERNSHIPS

ABOUT THE BLUEPRINT AND INTERNSHIP SUPERVISOR GUIDEBOOK

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ABOUT INTERNSHIP eTOOLKIT

ABOUT INTERNS & INTERNSHIPS


 

Question:

How should a company decide whether to have interns?

Answer:

Any business that hires college graduates can benefit from having interns. College students are also an asset to any company in need of added resources. We developed our Value-Feasibility Assessment (VFA) for businesses to qualify and quantify the value of interns.

 

Question:

What can interns do?

Answer:

Naturally, every individual possesses unique talents and every business has unique needs. Simply put, interns can help a company do more. They can get projects off the proverbial backburner. College students are highly capable, highly motivated and, if well-managed, highly valuable. Examples range from supporting marketing efforts and operational needs to gathering business intelligence and augmenting work for clients and partners. Students also possess knowledge and skills that employees may not, such as with computer programs, the latest academic methodologies, and research capabilities.

 

Question:

What can a business do if it wants interns, but doesn't have the time to manage a program?

Answer:

The reality is that businesses don't have the time NOT to have interns. We've proven that, if managed effectively, an internship program can yield many more times the productivity. All managers need to do is "buy-in" to the system and focus more of their time on supervising projects. They then will not only gain so much more time from the students, they will be able to spend their own doing higher level tasks and being more productive themselves. In short, taking full advantage interns' capabilities can yield returns that directly hit the bottom line.

 

Question:

What students make the best interns?

Answer:

That's a question that each organization needs to decide for itself. Generally speaking, best interns are highly organized, self motivated, possess an innate hunger to learn and grow, and have a genuine interest in and aptitude for the employer's business.

 

Question:

How many interns should a company have?

Answer:

Companies should define their needs by taking inventory of the potential work for interns to do and inventory staff resources to determine their capacity to effectively manage the program.  It may be good to start off with a limited number of students and consider the need and manageability to recruit more each semester.

 

Question:

What should a company do to ensure a successful internship program?

Answer:

Concentrate on recruiting, training and managing effectively. It's important for a company recruit with the same diligence as it applies to hiring full-time employees, especially if it may hire interns one day. An early, strong, and consistent emphasis on training will help students be all the more capable to do more complex work and produce greater results. The program manager needs to maintain a steady pipeline of meaningful project work, give each student the guidance and resources he or she needs, and set achievable expectations. The overarching factor that is most critical to success is genuine commitment that starts from the top and carries through all aspects of the organization and program.

 

Question:

What should organizations do to train and develop interns effectively?

Answer:

We believe an organization has an inherent obligation and self-interest to mentor and train students. Internship eToolkit features an exclusive, 10-part training curriculum with weekly lesson plans for businesses to help interns develop fundamental skills such as those involving: project management, research, writing, planning, phone and computer work. We also guide users to make it easy for them to integrate career-specific training and skills.

 

Question:

How can a company trust college students to do real work, especially when its clients are paying for professional talent?

Answer:

Start by assessing each intern's abilities by assigning tasks that involve such things as research, writing and telephone skills. Then consider the benefits to clients by having interns unburden professional staff and, as a result, enable them to deliver more value with the time they gain.

 

Question:

Do we have to pay?

Answer:

If a business has the wherewithal, then there's a moral and, in many cases, a legal obligation to pay. Compensation is often required regardless of whether a student earns credit for the internship. The good news is that paying interns has many positive effects. Managers may be more motivated to make the best use of student's capabilities, and interns are motivated to deliver higher quality work in return.

 

Question:

Should interns be billable?

Answer:

The value students bring should be defined monetarily, most commonly by an hourly billable rate. If a company chooses to bill clients for its interns' contributions, then it has an inherent obligation to pay them.

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ABOUT INTERNSHIP eTOOLKIT

 

Question:

What do I get when I order Internship eToolkit?

 

Answer:

The physical product has more than 60 components among seven modules: 1) Program Planning Tools; 2) Recruitment Tools; 3) Screening and Hiring Tools; 4) Orientation Tools; 5) Work Management Tools; 6) Performance Measurement Tools; and, 7) Skills Development Tools. The contents are organized in tabbed sections for easy, step-by-step reference. The eToolkit has permanent spiral binding to ensure durability. Internshp eToolkit purchasers also gain password access to The Internship Institute’s online "Internship Knowledge Center." There users may download any contents to adapt and make their own, obtain ongoing product updates and usage recommendations, and utilize an ever-expanding collection of internship-related resources.

 

Question:

Is Internship eToolkit for businesses that already have interns?

 

Answer:

Absolutely, any company that has interns can improve how they run their program and make the students more productive by fully utilizing their talents. Companies and individual supervisors will get the most value from Internship eToolkit by integrating our advanced practices into every aspect of their program, especially to improve recruitment, training, and project management. Our program management methodology, "The Blueprint for Internship Success," will help any employer to fine-tune program elements to create every advantage to achieve the greatest returns.

 

Question:

For what size companies is Internship eToolkit designed?

 

Answer:

Internship eToolkit is designed to support the program management needs of major corporations, sole proprietors and every size business in between. Users can pick and choose whichever tools match their needs and processes. The core benefits Internship eToolkit provides all users are its step-by-step processes and program structure, its systematic focus on productivity, its training materials, and lifetime access to our exclusive materials in its online Internship Knowledge Center.

 

Question:

How many times can I use Internship eToolkit?

 

Answer:

Internship eToolkit provides a repeatable process that can be applied semester after semester as well as across larger organizations that run multiple programs.

 

Question:

How easy is Internship eToolkit to use?

 

Answer:

We've included every resource we could think of to make it as easy as possible to run an internship program. Internship eToolkit's individual components are formatted for quick reference to guide users every step of the way.

 

Question:

What time of year is best to buy Internship eToolkit?

 

Answer:

The various aspects of an internship program are applicable year-round. The months when businesses are not in the midst of running programs are those for recruiting for the fall, spring and summer terms. It also takes time to get a new program up and running. The best time to buy Internship eToolkit is now.

 

Question:

How was Internship eToolkit developed?

 

Answer:

Internship eToolkit took many hundred of hours to complete. The content builds upon advanced program management methodologies and incorporate material which evolved through more than 20 years of first-hand program experience. The eToolkit contains four kinds of material: 1) Practical Tools, such as for project management and performance measurement; 2) Adaptable Templates, which include a number of form letters and tools to reduce legwork; 3) Practical Insights, such as about recruitment and student supervision; and, 4) Best Practice Tips, which are prominently featured in the program planning, orientation, and skills development modules.

 

Question:

 What Makes Internship eToolkit Different?

 

Answer:

Internship eToolkit is truly the first complete, step-by-step internship program management system. It is unlike any of the few such resources that exist, which mainly consist of basic material for information purposes only and are written from an academic perspective. Internship eToolkit provides a functional set of materials. Some additional aspects of Internship eToolkit that make it truly unique are:
1) Its emphasis on student productivity to help businesses get the most return on investment from an internship program;
2) Its compilation of practical insights and tools that are sourced from businesses for businesses;
3) Its proprietary project management system designed specifically to work with students;
4) Its comprehensive set of adaptable templates to save businesses a significant amount of time and money; and,
5) Its exclusive 10-part training curriculum to help businesses make interns more capable, valuable assets both now and as potential employees.

 

 

Question:

Why has Z University developed Internship eToolkit?

 

Answer:

There's a significant need to improve internship programs to benefit businesses and students alike. Businesses that do have interns too often fall short of realizing their full potential. Many other organizations could prosper from putting students to work, but lack the resources and know-how to create a program. We've developed Internship eToolkit for businesses everywhere to cultivate best-in-class internships and, in doing so, to fulfill our mission to help college students gain the vital practical experience that will prepare them for career success.

 

 

Question:

Does Internship eToolkit show businesses how to run a virtual program?

 

Answer:

Yes, The Internship Institute’s own virtual program helped foster the development of a number of components in Internship eToolkit that provide the resources, structure and guidance for this purpose. The student experience in a virtual internship program is very similar to their experience of taking a class. The interns meet once or twice a week to review assignments and to participate in training sessions. They then complete the work on their own, seek guidance as needed, and meet whatever deadlines and expectations that are set.

 

 

Question:

Can Internship eToolkit be used for employees and/or volunteers?

 

Answer:

Absolutely. In fact most of Internship eToolkit's components can be applied to recruit, train and manage employees and/or volunteers in much the same way as they are designed for student interns.

 

 

Question:

How is Internship eToolkit priced?

 

Answer:

Internship eToolkit has a ONE-TIME licensing fee that is based on the purchasing organization's number of employees. This is designed to make Internship eToolkit affordable to every size company while also account for its repeatable processes that may be scaled across larger organizations and be applied semester after semester. This standard licensing structure applies volume discounts using a multiplier which dramatically reduces the price per employee fee rate as the size of the purchasing organization increases. 

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