Employers are preparing new experiences to keep this vital source of talent development functioning. The COVID-19 epidemic last summer caused most college students to miss out on traditional internships. Many companies discontinued their programs; among employers that offered internships in 2019, about 72 percent did so, according to the National Association of Colleges and Employers (NACE).
The remote internship model offers advantages and disadvantages. The advantages are that companies can offer opportunities to a larger, more geographically diverse pool of students. And remote internships may be less expensive for employers than in-person programs. But the main disadvantage is that remote internships are harder to manage and may not provide the same quality experience as in-person internships.
NACE’s latest survey on employer attitudes toward remote internships was conducted in November 2020, after most fall internship programs ended. The findings show that remote internships are here to stay: 86 percent of respondents said they were likely to offer them again in 2021, and nearly as many (83 percent) said they were considering offering them permanently in the future.
When asked about the remote internship model’s effectiveness, employers were divided: 49 percent of respondents said remote internships were practical or very effective. In comparison, 51 percent said they were not effective or not at all compelling. The most common complaint among those who found remote internships ineffective was that managing and supervising remote interns was more difficult than managing in-person interns. Other complaints included a lack of social interaction among interns and between interns and employees and poor communication between remote interns and their supervisors.
Despite these challenges, many employers plan to improve their remote internship programs for 2021. When asked what changes would make their programs more effective, the most popular response (cited by 40 percent of employers) was to provide more training and support for remote interns. Other popular responses included increasing the number of weekly check-ins between remote interns and their supervisors (cited by 38 percent of employers) and increasing the number of networking and networking opportunities for remote interns (cited by 37 percent of employers).
The remote internship model is here to stay, and employers are working to make it more effective. By providing more training and support for remote interns, increasing the frequency of check-ins, and offering more networking opportunities, employers can improve the remote internship experience for all involved.
Success Stories:
A Look at How Employers and Students Made the Most of Remote Internships -> Despite the challenges, remote internships can be successful.
One company that succeeded with remote internships is Deloitte, a professional services firm. Deloitte shifted its entire 2020 summer internship program to a remote format and saw high levels of engagement from both interns and employees. The remote format also allowed Deloitte to reach a more diverse pool of students, with internships going to students in every U.S. state and Puerto Rico.
Another company that made remote internships work is Goldman Sachs, an investment bank. Goldman Sachs’ remote internship program was so successful that the company plans to make it a permanent part of its internship program. The remote format allowed Goldman Sachs to increase the number of internships offered from 2,400 in 2019 to 3,500 in 2020. And interns who participated in the remote program had the same satisfaction levels as those who did in-person internships.
The remote internship model is here to stay, and employers are working to make it more effective. By providing more training and support for remote interns, increasing the frequency of check-ins, and offering more networking opportunities, employers can improve the remote internship experience for all involved.
If you’re an employer interested in offering remote internships, check out our resources below.
Remote Internships: What Employers Need to Know ->
As remote work becomes more popular, employers are increasingly interested in offering remote internships. But what do you need to know before you make the switch?
Here are a few things to keep in mind:
- Define the scope of the internship.
When planning a remote internship program, it’s essential first to define the scope of the internship. What tasks will the intern be responsible for? How will they be working with other employees? What is the expected outcome of the internship?
- Choose suitable candidates.
Not all students are well-suited for remote internships. When you’re selecting candidates, look for students who are self-motivated, independent, and have strong communication skills.
- Provide training and support.
One company that succeeded with remote internships is Deloitte, a professional services firm. Deloitte shifted its entire 2020 summer internship program to a remote format and saw high levels of engagement from both interns and employees. The remote format also allowed Deloitte to reach a more diverse pool of students, with internships going to students in every U.S. state and Puerto Rico.
- Increase communication and networking opportunities.
Another company that made remote internships work is Goldman Sachs, an investment bank. Goldman Sachs’ remote internship program was so successful that the company plans to make it a permanent part of its internship program. The remote format allowed Goldman Sachs to increase the number of internships offered from 2,400 in 2019 to 3,500 in 2020. And interns who participated in the remote program had the same satisfaction levels as those who did in-person internships.
Quick Tips for Managing Virtual Internship Programs
Here are a few tips to help you manage your remote internships effectively:
- Keep lines of communication open.
Make sure you have regular check-ins with your interns and encourage them to reach out if they have any questions or concerns.
- Offer training and support.
Provide resources and training to help your interns adjust to the remote format.
- Increase networking opportunities.
Arrange for your interns to meet with employees from different departments and levels within the company. This will help them better understand the company culture and how they can contribute.
- Make sure everyone is on the same page.
Before the internship begins, set expectations with your interns and make sure they understand the remote format. This will help avoid misunderstandings and ensure everyone is on the same page.
The Future Is Uncertain
It’s impossible to know precisely what Adobe and Walmart’s internship programs will look like in the following year. Goldfinger thinks that, when it is safe, Walmart will bring back an in-person experience, but whether virtual internships will be maintained remains undecided.
Adobe’s CMO said the software giant might use a hybrid virtual/in-person technique, similar to what it is doing with its whole workforce. He acknowledged that in-person encounters during conventional internship programs are beneficial. He also misses the young people’s enthusiasm for working at Adobe.
“There’s something about having 20-somethings in the hallways. There’s an energy to it,” he said.
What is certain is that both companies have found ways to make remote internships work and are planning to continue offering them in some capacity. So if you’re interested in a remote internship, don’t let the current situation deter you – there are still plenty of opportunities.
