Avionics News August 2018 - 31
If you observe a deficiency in knowledge or skills during an internship,
your relationship with the school provides an opportunity to recommend
improvements in curriculum to mitigate that deficiency.
"We are able to keep schools connected and up to speed on what the
actual work is, not just the textbook version," Monroe said.
Internships can also motivate your current workforce, and interns
often bring new knowledge and perspective to the host organization.
"Internships provide for knowledge sharing," said Cassie Batayias,
college program manager at Gulfstream Aerospace. "Interns bring fresh
perspectives to our organization, and Gulfstream Aerospace teaches
interns skills that can't be learned in a book."
A successful internship program can also create a positive relationship
with your organization that goes beyond the internship period.
"Interns help us raise our brand awareness," Batayias said. "An intern
who has a good experience at Gulfstream Aerospace will become an
unofficial ambassador and recruiter for our company."
Establishing an internship program
1. Obtain buy-in from your leadership.
A successful internship program requires support from the top levels
of leadership in your organization.
"An internship or co-op program has to be supported from the top
down," Batayias said. "You might have to educate the owners or leaders
of your organization about the benefits of the program. The likelihood
of converting a good intern to a full-time employee without leadership
buy-in is very low."
2.
Develop and leverage relationships with technical schools and
universities.
You don't have to be a large organization to create an internship
program. Contact local and regional technical schools and universities,
and you'll find many of them have the framework in place to support
internship programs and are happy to have new industry partners for their
programs.
"Some technical schools and universities have been doing internships
and co-op programs for decades, so reach out to them and take advantage
of their experience," Batayias said. "In fact, at some schools, co-ops or
internships are required of certain disciplines."
3. Leverage current personnel and their networks.
Use your current personnel to network with alumni at their own
educational institutions.
"Leverage your current employees and let them help you recruit new
interns," Batayias said. "Identify your workforce's backgrounds and let
them use their networks to identify interns."
Batayias noted that former interns, now full-time employees, can act
as mentors or recruiters for your organization, which also creates a good
employee engagement opportunity.
4. Look at other organizations' programs.
"Benchmark companies inside and outside of our industry," Batayias
said. "Learn about other successful programs. What worked for them?
What didn't?"
Look for resources like those provided by the National Association
of Colleges and Employers for guidance in developing an internship
program and networking with organizations that already have successful
programs.
5. Plan the program.
Don't bring on an intern to make coffee and photocopies. Be
prepared to actively engage your interns.
"Provide a quality experience while your interns are there," Monroe
said. "Think through the actual job before they arrive so they have
specific tasks or projects."
Assign a point person to be responsible for the internship program.
That person should manage your organization's relationships with
educational institutions and keep interns engaged during their time
with your company. They can also help managers of interns develop a
quality internship experience, starting with a detailed work plan.
Duncan Aviation and Gulfstream Aerospace both create detailed
work plans for their interns, ensuring the internship results in an
educational experience.
"Interns often work much faster than their managers sometimes
expect," Batayias cautioned. "They are typically more productive than
anticipated, so be sure their managers know how to develop a work
plan that keeps the interns engaged."
Duncan Aviation uses social media to keep interns involved prior,
during and after their internship. Their social media outreach covers
topics ranging from housing opportunities to social events and more.
"We want them to feel like part of the community, so if we think
they're a good fit for Duncan Aviation, they want to stay with us,"
Monroe said.
Overcoming challenges
A productive internship program takes time and resources to
create, but you don't have to recreate the wheel. As discussed above,
lean on technical schools and universities with existing internship
programs for guidance. Most of these institutions have tools ranging
from internship contract language to project suggestions available for
industry partners. These tools can save your organization significant
time and resources when developing your internship program.
Once up and running, an internship program takes time to
manage, ensure supervisors are trained to work with interns, and
develop work plans. Even with long-established internship programs,
Duncan Aviation begins recruiting in January for summer internship
positions, Gulfstream Aerospace conducts annual training for
supervisors working with interns, and both companies dedicate time
and attention to intern work plans.
Both experts say pay is more competitive now than it has been
in the past, so creating a pay structure or supplementing pay with
other benefits, like free housing or housing subsidies, is important.
Because it can be difficult to recruit interns to smaller cities, housing
assistance can help draw interns from other regions to smaller
markets.
"The work and time involved in creating a sustainable program is
worth it," Monroe said. "It is helpful to get in front of students early
to identify top students and get them interested in your company."
Both organizations find the resources required to implement a
successful internship program worthwhile in the long run, especially
in today's challenging workforce environment, as they retain a high
percentage of interns as quality full-time employees after graduation.
By developing an effective internship program, your organization
can provide students an important educational experience, influence
future curriculum and - perhaps most importantly - build a pipeline
of high-quality full-time employees. q
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Table of Contents for the Digital Edition of Avionics News August 2018
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