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Get Started

Step 1: How to Get Started

Identifying your company’s goals: Every company is unique, but everyone wants to hire the best possible talent. To have a successful experiential learning program, it is best to formalize the program with written goals, expectations, processes, and outcomes. This will help standardize the program and address concerns that may arise.

How to write learning goals

There are three parts to individual learning objectives/goal statements: behavior, conditions, and criteria for success. The goal statements should tell the intern:

  • What they need to do?
  • When they need to do it ?
  • How will they know they have accomplished it?

Before writing the job description, answer these questions…

  1. What academic background and experience do you want in an intern?
  2. Will the intern work on a specific project? What are the project goals and objectives, expectations, outcomes, and deadlines?
  3. Do you need the intern to perform general support functions such as filing, answering phones, data entry etc.? (Remember an internship should not exceed 20% of the intern’s time in administrative tasks.)
  4. What will the intern be doing? Try to be very specific.
  5. Will the intern be in multiple departments? How much time will the intern spend in each department? Have employees from each department been designated as a mentor for the intern?
  6. Who will have primary responsibility of the intern?
  7. Do you have space for the intern? Where will you put them? Will you provide parking arrangements, living arrangements, etc.? If not, will you assist them in finding safe and affordable arrangements?
  8. Will you pay the intern? How much?

Step 2: Writing the Job Description

Structure the job description in a way that will lay out the experience for the intern and employer and can be used to measure goals and accomplishments.

Create a list of possible duties/tasks the intern could work on that align with business needs as well as the interns. During the interview process, you want to find candidates that can complete these tasks/duties and have the business’ goals in mind.

What should be included?

  • Brief background of the company and the mission
  • Purpose of the internship and how it meets the company’s mission
  • Duties and essential activities/job function required of the intern
  • Name of department/division where the internship will be performed
  • The expectations regarding outcomes of tasks/projects performed
  • Physical requirements of the intern
  • Academic and experience background required
  • Competencies the intern needs to possess
  • The time duration of the internship, hours required, and time of the year
  • The supervisor responsible for mentoring and evaluating the intern’s progress
  • Any training that will be provided
  • The application and selection process

Step 3: Recruiting Interns at WVU

Recruiting is probably the most important step in obtaining an intern. This is when, you, as an employer have the chance to bring exposure to your company on campus. There are many ways that WVU can help you establish your brand and bring recognition to your company. Below are some of the most important tips to follow if you want to find the ideal candidate for the position.

Recruiting Tips:

  • Start early: This is the number one tip from employers who have established internship programs. A good rule of thumb is to start 6-9 months in advance, but no later than 3-4 months.
  • Register and post positions on Handshake
  • Build your campus brand
  • Communicate with Career Services
  • Choose an intern as carefully as you would a full-time employee
  • Learn the legal implications

Build your WVU campus brand

  • Handshake Internship/Job Posting
  • Information Sessions and Table
  • Career Fair/Event Attendance and Sponsorship
  • Professional Development Events
  • Student Organizations
  • Faculty Interactions
  • Presentations and Technical Talks
  • Marketing Plan

For more on Building Your Campus Brand