While larger companies often rely on human-resources departments to hire and coordinate interns, smaller companies tend to designate an interested employee to focus on the internship program, said Peg Ferguson, assistant director of career services at the University of Rhode Island. Maybe it's someone who has been an intern at one time and knows what it's like to be an intern. When thinking about who to designate for recruiting and hiring, consider who would make the desired applicants most comfortable. At Northwestern Mutual Life, Sayward was offered the job of recruiting assistant in part because the company wanted to attract more women. Morris serves as the internship director as well as an account coordinator, but her duties are properly well-balanced.
Older employees can work as mentors for interns during actual training and supervision.
Interns at The Bohle Company are placed in account teams and helped along by fellow members. In an ideal program, interns feel they are employees like everyone else. In an internship of this nature there will be some busy work, but the focus will be on learning about the organization and the field. A training plan Don't plan to relegate your intern to the copy or mail room. The best programs include formal job training as well as informal introductions into the practices, people and daily schedules of your company or organization.