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Editor's Notes

1. NOCHE Mission History Programs
2. Internship Best Practices Determine goals (Hiring? Special projects? Workforce support? Give back to the community?) Develop tasks and projects Sample tasks and journal Compensation Develop a job description (or two) tied to evaluation Discussion: What are YOUR best practices? What works and doesn’t work?
3. ERC and NOCHE Economic Impact of Interns Savings in salary and benefits costs for special project work conducted by interns: $13,513 Savings in recruitment and hiring costs: $2,411 Savings in new-hire training and on-boarding costs: $1,659 Average time savings (in hours) per week an intern saves: 14.6 Number of business innovations and efficiencies implemented as a direct result of hiring interns: 3 Pay Rates and Practices 2012 Conduct survey every year Pay rates for IT ($18.09 national average; $13.73 in NEO)
4. How to Find and Hire Interns Career Services is always number 1! NEOintern Other… (see below) Look for interns three to six months before you’ll be working with them Discussion: How do you find interns? Sources used to recruit interns 1 Job postings on college/university career center websites 2 Job postings on college graduate/intern focused job boards or websites 3 Building relationships with college/university professors 4 Alumni contacts with college/university 5 Other referrals 6 Partnerships with college/university career centers 7 NEOintern.net 8 Participation in college/university job fairs 9 Faculty referrals 10 Co-ops 11 Social media (Facebook, LinkedIn, Twitter, etc.)
5. Employer Workshops 2-3 each month, regionally Work directly with employers Known as regional experts – Third Frontier, Ohio Department of Development Workshops, etc.
6. [SIDEBAR: Working with Gen Y If you employ an intern you will likely be working with a member of Generation Y (between ages 13 and 30), so you need to understand what matters most to them at work. Close and frequent contact with supervisor - including social interaction State-of-the-art technology Clear goals and objectives Work that makes a difference Challenging projects Ability to give input Working on teams Being paid for the results, not how long to get the results]   [SIDEBAR: Do not . . . Treat an intern like a kid Involve interns in office politics Forget that no question is stupid Overly micromanage an intern Forget to help interns receive class credit Treat an intern like just an extra pair of hands Give the intern work that nobody else wants to do Sugarcoat feedback Forget to take an intern’s goals into consideration]   NAS Recruitment Communications, Recruiting and Managing the Generations (Cleveland, 2007), 3, 7. Important to stress employers won't have to spend the whole internship teaching basic skills - but they need to know just in case...  
7. Supervising Millennials Methods of communication – text is king! Two prevailing views: Entitlement versus Talented Workers -> don’t get caught up in either Good supervision is good supervision Communication is key – tell them how you’ll supervise them. Develop systems that work for you and the interns Discussion: Share your experience working with – or being – a millennial in the workplace today. More than 8 our of 10 Millennials say they SLEEP with a cell phone by or on the bed. Use a cell phone to text 88% of Millennials 77% of Gen X 51% of Boomers 9% of Silent Gen
8. NEOintern NEOintern.net database/website Participation in CIS Specialized Programs (EIP) Goal of NEOintern: an internship for every one of the 225K students enrolled in NEO
9. Q & A