In this video an internship host describes a short-term social media internship at their company. One important note here – we don’t allow students to go just anywhere and do social media. As with all internships, there has to be a direct supervisor who works in the same field – i.e. there has to be a paid employee who works in the same field. If there isn’t, then there’s no one to train the student, and if there’s no one to train the student, it’s not an internship. So if we do social media placements, they’re at companies that specialize in social media and have staff who are expert in it, or in the large marketing departments of firms where there are staff who use social media as part of their marketing mix. If you’re a host company and are thinking of bringing on an intern to ‘manage’ your social media 1) shame on you, and 2) Google the phrase ‘sum ting wong’ and see why that’s a colossally bad idea:
Earlier last month I was interviewed by BC Business Magazine about how to create a great internship program. In that interview I gave them 3 rules:
Robert Jago, owner and director of Experience Education Internship Providers Inc., an agency that partners with for-profit schools and private universities to manage internship programs, says millennials “need to have a relationship with people at their host company… they need a mentor and they need to have guidance in their work.”
Jago and his team believe that Generation Y works best in a collaborative environment. Forcing interns to work in a silo, he says, is a flawed strategy, adding that businesses looking to create successful intern programs should follow these three steps.
1. Create a Partnership
Interns can’t flourish if left to their own devices, so make sure there’s someone in the company who can act as a mentor and guide. Don’t hold the intern’s hand every step of the way, but make sure guidance is available when needed. “We received 1,200 to 1,500 reports from interns last year,” says Jago. “Those who are happiest are the ones who have somebody they can touch base with, someone they can ask questions.”
2. Remember, Interns Aren’t Leaders
Just because your intern has unique skills doesn’t mean they should take the lead on projects. An intern may be a master at crafting clever tweets, but that doesn’t mean she should be running your entire social media channel. Interns aren’t the pillars you build on, but pieces that can augment existing teams.
3. Follow the Rule of Three
Internships should be broken up into three separate parts: the tasks that must be completed in order to keep a business functioning, job shadowing and a guided personal project. This balance will allow the freedom and creativity that will keep interns engaged while providing a safety net for any stumbles along the way. But don’t demand too much: “What a Gen-Xer sees as a great opportunity, a Gen-Yer can see as exploitative,” says Jago.
The rest of the article can be found here.
If you’re a mechanical engineer, you’re going to understand this video. If you’re not a mechanical engineer, here’s a video of a seagull staring in the window at our head office in Vancouver.
Now, for you engineers, this is a typical placements in engineering – it shows some of the breadth of what you can do. As for the specifics though – those will of course depend on your skills. In this video a host company in the renewable energy sector, describes an internship with them: