Hire an Intern
Information for prospective employers
Who to contact
How do internships benefit employers?
- proven, cost-effective way to recruit and evaluate potential employees
- influence the quality of future employees
- new perspectives are introduced
- quality employees for temporary or seasonal positions and projects
- enhanced community image by contributing your expertise to the educational enterprise.
Internship program: disciplines
Internship students from the School of Hospitality and Tourism will have completed a year of study and are required to complete a minimum number of hours of work experience within their chosen discipline. They are looking for an opportunity to apply their education, talent and innovation to training and experience within the industry. Interns are available from the following programs:
Baking and Pastry Arts
The Baking and Pastry Arts diploma program provides the fundamentals of baking in the first year, and advanced studies in pastry arts in the second year.
The Hospitality Management diploma program has a worldwide reputation of offering innovative relevant skills to assist our students with finding a career they love in the dynamic global industry of hospitality.
Travel and Tourism
The Travel and Tourism diploma program is designed to provide learners with the relevant skills needed to work in the travel and tourism industry. Students receive in-depth instruction related to travel and tourism products, including technology used to document and sell North American airfares, as well as selling and communication skills required by the industry.
The Professional Cooking diploma program is hands-on training in a live operation production environment, where unparalleled culinary experts give our students the personal attention they need to succeed in industry. Our program allows students to combine technique, talent, creativity and speed.
Our request of you, the employer:
- provide realistic tasks the intern can accomplish within the internship period
- sign a practicum agreement outlining the responsibilities
- incorporate the students' particular strengths and identify for the student expected outcomes
- demonstrate how this work relates to the overall efforts of the department or organization
- maintain an open channel of communication with formal and informal meetings
- complete an employer evaluation of student intern
What do interns want?
1. Give us real work
It can't be said too many times that interns want to work and learn. An internship can help you get a job done that you couldn't otherwise, right? If you've brought on an intern as a recruitment tool, then how will you be able to assess their abilities? It just makes sense to utilize your interns well.
2. Do what you say, and say what you do
Be honest with your interns about what they can expect during their internship. If the job will require stuffing some envelopes then make that clear. But if you tell the intern they will be researching a project and they spend 90% of their time doing "grunt work," then bad feelings will develop. Honesty doesn't cost you anything and it will make the interns feel that much more respected.
3. We like feedback
Remember that interns are students and they may not have the business skills and experiences that you take for granted. If your intern makes an oversight, just pull him or her aside and explain how the situation should be handled in the future.
4. We want to be included too
Is there a staff meeting that they can attend? Can they quietly tag along to that next project meeting? Headed to lunch with a couple of people in the office? Please include them in the daily life of your workplace. After all, if you provide a little more perspective on the intern's work, the product will be much better.
5. Please explain
When you assign work, make sure you give a detailed explanation. While the work may seem trivial and obvious to you, it may not be obvious to someone whose never done it before. Patience and a few extra minutes at the beginning will pay off later when your intern can produce good work independently.
6. We want a mentor
Make sure interns have a mentor or supervisor to provide guidance. Make it someone who truly likes to teach and the experience will be even better.
7. A minute of your time please
The best mentor in the world is useless if he or she can't or won't spend the necessary time mentoring. As newcomers, interns may not speak up if they're feeling ignored, so the burden of making sure they're okay is on the mentor. If the busiest person in the office wants to be the designated mentor, he or she should schedule regular times to meet with the intern.
8. Be prepared
That wonderful day has arrived and the intern goes to start their internship only to learn that no one knew they were coming, and there is no place for them to work.
9. Um...I need a chair
It is amazing how many employers hire an intern and don't think about the fact that they will need a desk, chair, phone and a computer in order to do the task assigned. It is no fun, and not efficient to move an intern from desk to desk as people are out one day to the next. If you want to get a job done, you need to supply the intern with the tools to do the job.
10. Show me the money (as best you can)
While each internship is different and each industry has its own personality, remember that interns have expenses. Your organization may not be in a position to pay much but anything can help. Maybe you can help pay for their parking, take them to lunch every so often, or develop some other creative way to assist them.
What do interns want? was taken from pages 7 and 8 "Ten Concerns of Interns in Starting and Maintaining a Quality Internship Program (5th Ed.) Compiled and Edited by Michael True, Director, Internship Center, Messiah College Grantham PA.
Performance evaluation of the internship student
At the end of the internship work term period, you'll need to complete the following evaluation and discuss your comments with the student. The student must complete the required number of hours between May and August, and achieve an acceptable level of performance to receive credit for their practicum program. If the overall level of performance of the intern is considered marginal or unsatisfactory, a representative of the internship program will contact the employer for clarification and specific understanding of the issues.