by Stacey Lett, Regional Director of Operations – Eastern U.S. – Proactive Technologies, Inc.
In my college years, a number of my classmates participated in internships in an effort to gain real-world work skills and experiences, and to be able to add a line to their resumes. Over the years when we compared notes, it seems the results varied from company and by job area. But the common sentiment was that the experiences were not as helpful to building workplace skills and personally fulfilling as they could have been.
According to a NACE (“National Association of Colleges and Employers”) 2015 survey entitled “Internship & Co-op Survey,” “The primary focus of most employers’ internship and co-op programs is to convert students into full-time, entry-level employees (70.8 percent and 62.6 percent, respectively).” So, it appears most employers view internships as a potential recruitment tool and a way of evaluating candidates for employment.
“Shadowing” without being able to touch and interact can be done with a DVD at home. Fetching coffee and making sure the break room is stocked with paper plates and napkins do not test the skills developed after 12 years of educational learning and 2 or 4 years of technical and academic study. Do not get me wrong, those who were paid while interns are appreciative for the opportunity and the resume line. However, they all seemed to wish they could have been able to learn and experience more.
Engineering and accounting areas seem to provide more meaningful task-based internship experiences because both have had a long time to standardize some tasks – even proceduralize them in cases – to make it easy for a new person to follow and observe. Other job areas seem to lack standardization of tasks and, to each observer, seem to be seen and understood very differently.
My experience in helping to build “structured on-the-job training” programs from a detailed job and task analysis caused me to reflect on those internship experiences. The structured On-The-Job Training Plan and On-The-Job Training Checklists binders of a Proactive Technologies program seem to help a new-hire and incumbent worker learn. Therefore it is not a stretch that they would help the intern learn, follow and perform a subset of tasks that can be learned during the internship period. It accelerates the process and provides a more deliberate, documented work experience.
Further, once the complete set of tasks are detailed in a structured format, selecting a subset as the “internship training plan” facilitates an internship as if it were an apprenticeship, since the structured on-the-job training for the complete set of critical tasks supports the apprenticeship – registered or not. Building a “career” path not only lets an employer evaluate interns for employment based on a sampling of the employer’s specific tasks, it does not squander that time, experience and investment that can be part of a longer-range career for the individual.
The assessment of any potential employee cannot get any better than a structured on-the-job training internship. Creating an experience that is a win for the employer and for the intern (and possibly future employee) could lead to more internships, more fulfilling experiences and a better pool of candidates for the employer.
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