Standing Out - Five Tips for Building Successful Internship Programs
Patty Gannon
With an increasingly competitive market, accounting firms and government agencies and companies with accounting departments are finding it a challenge to hire good employees. With the recent increase in popularity of the accounting degree, employers are starting to look to students to fill this pool and an internship program is an excellent way to help promote the profession to students and to help employers find that stand-out candidate for their next position.
Many larger accounting firms or departments have already established the internship as a way to promote their firm or company to potential accountants, but as the competition increases, so has the expectations of student interns. Gone are the days of doing drudge copy work, making coffee and running errands, interns are looking for a meaningful work experience that can give them some direction in their career and provide a look at potential employers.
Internship programs are major endeavors to many firms. The accounting firm of PriceWaterhouseCoopers has a national internship program that provides approximately 1,600 students with the opportunity to attend a national training program in Chicago to begin their internship and ends with many being invited to participate in the Disney Institute, a leadership training program, with firm partners and recruiters.
The Phoenix office of the firm hires about 17 summer interns and offers two to three winter internships.
“We start very early and pre-identify sophomores and even freshmen for our internship program,” says Amber Benson, Office HR Leader for PriceWaterhouseCoopers’ Phoenix office. The firm works closely with the career departments at ASU, U of A, NAU and BrighamYoungUniversity.
Benson says that the comment they receive most from their interns is that they appreciate the opportunity to work directly with the clients. “We try to accommodate the students and provide the best experience for them to see what the accounting profession is really like,” says Benson.
Their internship program is valuable to find new accountants for the firm. “Historically we present an offer of employment to almost 100 percent of our interns,” states Benson. “We have a very high acceptance rate and our interns build strong bonds with our partners and staff.”
Even smaller firms and businesses can make internship programs meaningful to their interns and beneficial to themselves by planning ahead and realizing that their efforts may pay off in their future recruiting efforts.
1. Develop a Presence with the Schools
Take part in the local universities’ and schools’ established internship programs and job fairs.
“Use our resources,” says Jennifer Desana, a student programs coordinator at the W.P.CareyBusinessSchool at ArizonaStateUniversity. “We have people dedicated to helping you in our BusinessCareerCenter and people dedicated just to the accounting profession.”
Be sure to start early in the year to be able to take advantage of all programs. Many job fairs and panels begin in the fall, and even though you may not offer an internship until the summer, getting your firm or company’s name out to the students can bring you the best candidates. Market yourself to both the students and the schools.
Put in the effort needed to promote your firm or company as dynamic and vital in the job market.
2.Define Your Program
Discuss the internship program with staff and partners before you hire an intern. Make sure everyone is supportive and aware of what is expected of the intern. Communicate responsibilities with the intern, but be open to changing the plan to accommodate the particular strengths and interests of the intern.
“Treat the internship as you would a new job position,” recommends Desana. “Think about the amount of hours, the length of employment and create a job description.”
Desana also recommends that you have a good idea of employment law, particularly if your internship is an unpaid position.
3. Be Flexible and Supportive
Maybe you can offer an internship that doesn’t compete with other programs. Be creative and you may find other opportunities that lie outside of the summer internship. Students may be able to work for you on a part-time basis throughout the school year.
Once you hire an intern, make sure there is a training program in place. Existing staff should be aware of how to deal with the needs of an intern and have time to supervise their progress.
4. Provide a Rich Opportunity to Learn about the Profession
Interns are looking for substantial work experience and exposure. Find ways to involve your interns in all levels of your business. Include them on staff meetings, client interviews and other opportunities to learn about your company and the profession. Make them feel that they are part of the team and ask for their opinions and suggestions.
5.Improve on Your Program
Communicate with your interns and make sure they provide feedback about your program. An exit interview can be a valuable tool to improve the process and can give you insight about your firm or business. Students are experts at word-of-mouth communication and smart firms will take advantage of the marketing potential of internships. In the same respect, be aware that a bad report can get back to the school and other potential interns or employees. It is important to treat your internship program as an integral part of your advertising program.
Finding the time to create a successful internship program may seem daunting, however, the future of your firm or company may depend on developing new contacts and employment opportunities. Making your internship program exceptional can benefit you in many ways. Remember, the enthusiastic intern of today may be the outstanding employee of tomorrow.
Patty Gannon is director of publications for the Arizona Society of CPAs. She can be reached at pgannon@ ascpa.com.
This content has not yet been Rated.
To Rate content, please Login.
