Mark Morgan is CEO of The Michaels Organization, a national leader in residential real estate.
In today’s competitive talent landscape, offering substantive internships isn’t just good for students—it’s essential for organizations seeking fresh perspectives and future leaders.
At my organization, we’ve found that internships work best when young professionals are given real responsibility, genuine mentorship and a clear window into the industry they’ve chosen to pursue.
Here’s how to develop an internship program that truly lifts lives based on our experience:
1. Provide meaningful work, not busywork.
The most effective internship programs engage students in real projects with tangible outcomes. For instance, at our organization, our interns across development, capital markets, investment management, acquisitions and other departments contribute to actual deliverables that impact our business. When interns see their work implemented in real time, their engagement often soars, and they gain portfolio pieces that showcase their abilities to future employers.
2. Connect interns with leadership and one another.
One of the first activities I recommend hosting for your interns is speed networking with your leadership and department heads. This gives interns an overview of the different aspects of your organization and the opportunities that exist within it. It also provides a look at the integrated capabilities your organization offers, your geographic footprint and other essential information so interns can see where their assigned role fits into the big picture.
Happy hours with one another, outings to sporting events and other non-work activities can also promote friendships and a sense of belonging among interns, which can not only increase their enjoyment while they are with your organization but also highlight the value of in-person relationships in the business world.
3. Create structured exposure across the organization.
While interns typically focus on one department, rotating them through different areas can provide invaluable context. Offer interns the opportunity to shadow others in different departments so they gain perspective on how various roles contribute to your organization’s overarching mission.
For example, an HR intern might spend the day with a compliance specialist so they understand the job for which they are recruiting. A marketing intern might spend the day with the proposal manager to get a sense of the collateral marketing needs to assemble high-quality proposals.
4. Incorporate community service.
Internships should develop not just technical skills but also a sense of purpose. Consider establishing an annual intern volunteer day. This has become a cornerstone of our program, and I’ve seen how it can allow students to work together on community projects while experiencing our organizational values in action.
5. Provide executive exposure.
Schedule opportunities for interns to interact with leadership through brown-bag lunches, Q&A sessions or project presentations. We also ensure our interns present their summer projects to leadership. This gives them an opportunity to gain valuable feedback while giving executives visibility into emerging talent.
6. Create clear paths to permanent employment.
The most successful internship programs serve as talent pipelines. Be transparent about how interns can transition into full-time roles, and showcase examples of former interns who have built successful careers within your organization.
7. Take a proactive approach to recruitment.
Ensure your talent acquisition team takes a proactive approach to building your employer brand throughout the year. For example, based on projected needs for individual markets, we identify niche student-led organizations aligned with desired majors, particularly real estate organizations. We build rapport with club leaders and plan on-campus employer sessions in the fall before recruitment begins.
Leveraging your teammates who are alumni of targeted universities can also be a helpful strategy. They can help identify points of contact to accompany recruitment visits, provide insights into their local markets and generate interest in your internship program. This is something we do, as well as track outreach and planned events to serve as references for future programs and determine a return on investment with successful intern conversions.
Finally, establish relationships with career advisors, faculty and staff to promote your internship program. Moreover, work with corporate marketing to create recruitment videos featuring standout interns sharing their experiences. We’ve found that these videos, along with LinkedIn promotion of summer events, help generate positive publicity and attract college students to our opportunities.
8. Seek feedback for continuous improvement.
To ensure your program remains relevant and impactful, survey both hiring managers and interns after each program. This feedback can help you identify the most valuable elements and improve future internship experiences.
The Long-Term Investment
The investment in developing robust internship experiences can yield returns far beyond completing short-term projects. When done thoughtfully, internships can become powerful vehicles for developing future industry leaders while infusing your organization with fresh energy and perspectives.
By treating interns as valued contributors rather than temporary help, you create ambassadors for your organization who will speak highly of their experience, whether they ultimately join your team or pursue opportunities elsewhere. In either scenario, you’ve contributed meaningfully to lifting a young professional’s career trajectory.
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