This is part of an ongoing series of posts about creating and strengthening an internship program. The posts are compiled on the Internships page.
Interns can help your organization extend its reach without increasing its staff budget. Interns are much more than just free labor; they can also contribute their creativity and energy. You can provide an excellent opportunity for interns who want to acquire specific job skills, and who want to learn about nonprofits more generally. If you already take on interns, you can probably improve your program.
IS YOUR ORGANIZATION READY FOR AN INTERNSHIP PROGRAM?
Before you embark on creating an internship program, be sure an internship program will really work for you. Consider:
Will you have time to oversee an intern (or interns)? A smart, skilled intern will not require hand-holding, but you will still need to commit some up-front time training a new intern, and some ongoing time to answer questions and oversee your intern. A good, well-chosen intern can help lighten your load, but if you can’t even spare a few minutes to get someone started, taking on an intern won’t be practical.
Is there real, meaningful work for the intern? Most interns want more than just a learning experience – they want to know they’re making a genuine difference for your organization. They’ll be unhappy if they feel they’re doing make-work. On the other hand, while interns may be willing to do grunt work all day, you won’t be making the best use of them if you don’t give them a chance to stretch their wings by making full use of their skills. They can contribute more if you give them something they can take responsibility for.
Are the skills and positions you’re looking for appropriate for an unpaid intern? If you are looking for a position that requires a lot of expertise or confidentiality, you may be better off hiring someone.
Interns can help your organization extend its reach without increasing its staff budget. Interns are much more than just free labor; they can also contribute their creativity and energy. You can provide an excellent opportunity for interns who want to acquire specific job skills, and who want to learn about nonprofits more generally. If you already take on interns, you can probably improve your program.
IS YOUR ORGANIZATION READY FOR AN INTERNSHIP PROGRAM?
Before you embark on creating an internship program, be sure an internship program will really work for you. Consider:
Will you have time to oversee an intern (or interns)? A smart, skilled intern will not require hand-holding, but you will still need to commit some up-front time training a new intern, and some ongoing time to answer questions and oversee your intern. A good, well-chosen intern can help lighten your load, but if you can’t even spare a few minutes to get someone started, taking on an intern won’t be practical.
Is there real, meaningful work for the intern? Most interns want more than just a learning experience – they want to know they’re making a genuine difference for your organization. They’ll be unhappy if they feel they’re doing make-work. On the other hand, while interns may be willing to do grunt work all day, you won’t be making the best use of them if you don’t give them a chance to stretch their wings by making full use of their skills. They can contribute more if you give them something they can take responsibility for.
Are the skills and positions you’re looking for appropriate for an unpaid intern? If you are looking for a position that requires a lot of expertise or confidentiality, you may be better off hiring someone.
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