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Timeline for Creating an Internship

Katie Britt

You want to start an internship? Great! We’ve created a step-by-step how-to guide to make it easy for you to create your program. But, up until now, it’s not been a when-to guide. So, here we are. This is everything you need to know about when to start your internship creation process.

In general, you can expect each step in our Internship Employer Guide to take on average:

Step 1: Evaluate Internal Fit & Step 2: Outline Internship Opportunity
1 to 2 Months

Step 3: Create & Advertise the Internship & Step 4: Interview & Hire an Intern
1 to 3 Months

Step 5: Orient & Train the Intern
1 Month

Step 6: Monitor, Evaluate & Provide Feedback
6 Months to 1 Year

Step 7: Transition to Permanent Employment
1 Month

So bearing both the above timeline and the cyclical nature of schools and universities (where the largest portion of your intern talent pool will derive from), we recommend following deadlines for hiring an intern for a Fall, Spring, or Summer session.

Fall Intern Hiring Timeline

Goal Start Date: September 1st

Implementation Steps

Step 1: Evaluate Internal Fit
Complete by March 15th

Step 2: Outline Internship Opportunity
Complete by April 15th

Step 3: Create & Advertise the Internship
Create by May 1st
Advertise by May 15th

Step 4: Interview & Hire an Intern
Interview by June 15th
Hire by July 1st

Step 5: Orient & Train the Intern
Complete by September 1st

Spring Intern Hiring Timeline

Goal Start Date: January 15th

Step 1: Evaluate Internal Fit
Complete by August 1st

Step 2: Outline Internship Opportunity
Complete by September 1st

Step 3: Create & Advertise the Internship
Create by September 15th
Advertise by October 1st

Step 4: Interview & Hire an Intern
Interview by November 1st
Hire by December 1st

Step 5: Orient & Train the Intern
Complete by January 15th 

Summer Intern Hiring Timeline

Goal Start Date: June 1st

Step 1: Evaluate Internal Fit
Complete by December 15th

Step 2: Outline Internship Opportunity
Complete by January 15th

Step 3: Create & Advertise the Internship
Create by February 1st
Advertise by February 15th

Step 4: Interview & Hire an Intern
Interview by March 15
Hire by April 1st

Step 5: Orient & Train the Intern
Complete by June 1st

You may have noticed that in our first time, we identify Step 6: Monitor, Evaluate & Provide Feedback as requiring 6 months to 1 year to accomplish. We encourage our employers to consider the positive impact of retaining an intern for an extended period. The longer an intern works within your program, the more knowledge and experience they gain about both their job and your organization. This greatly increases their ability to function as an asset on your team if hired for full-time employment.

With both the competition and growing need for talented workforce increasing, internships allow for opportunities to recruit and retain individuals in Wichita Falls and the surrounding area. There’s an intern to fit your every need at every level of education and experience. Have questions? Email Taylor Davis, the Wichita Falls Talent Partnership Director, at Taylor@WichitaFallsChamber.com.

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What are the different types of interns?

  • High School Students
  • Undergraduate Students
  • Graduate Students
  • Returning Workforce
  • Active Duty, Veterans, Military Spouses

 

What are the different types of internships?

  • Internship
  • Co-Op
  • Returnship
  • Externship
  • Fellowship
  • Apprenticeship

Why should I hire an intern?

  • Flexibility
  • Leadership and professional development opportunities for employees
  • Increase employee retention
  • New ideas and perspectives
  • Connection to educators and community
  • Save money when compared to hiring a part-time or full-time employee

 

What considerations should I make before establishing an internship?

  • Will the intern be governed by an institution, such as Midwestern State University or Vernon College?
  • Should your program be registered with the U.S. Department of Labor?
  • What is the scope of work that the intern will be completing?
  • Does your industry or organization require skills not typically provided in a classroom setting?
  • Do you have difficulty recruiting and retaining quality employees?
  • Can your organization or employees benefit from the help of an intern?

 

Who should lead my internship program?

A well-rounded team of internal and community stakeholders.

 

Read Walking the Walk: Hiring Our Intern

Read How To: Create Goals and Policies for an Internship Program

Read How-To: Choose Leadership During Internship Program Development

Read Do You Need to Pay Your Intern?

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