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Whether students think of it as a break from the stress of classes or an opportunity to get a glimpse into the real world of business, HR departments around Singapore are working to create internship programs that are both enticing and productive.
For Jalen Tan, Manager, Financial Services Industry Practice Line of Service, PricewaterhouseCoopers (PwC), interning in Singapore ended up being a stepping stone to a promising career and international travel.
After interning with PwC in 2001, he was quickly accepted as a permanent staff member. He rose through the ranks and is now in a managerial role. Not only did he have the opportunity to complete his Chartered Accounting qualification in Australia, but he is currently in the US, completing a two-year secondment.
He now tells students considering internships that these programmes are not just a semester away from school. "They are the seed to future fortunes for talented students." And there lies the key goal for HR. Not only does it need to entice talented students to consider its internship opportunities, but it also needs to placate executives worried interns are not worth the investment.
The first step to recruitment
During turbulent times, major companies will continue to look for high-potential talent to recruit. And one of the best ways to see that talent in action is through a formal internship programme. At the same time, students are keen to get their foot in the door of any company still considering graduate recruitment during the recession. The fact that many university courses now require their students to complete work experience units, means the supply of willing interns is higher than ever.
But not all internships go to local candidates. "We also take in a small number of undergraduates from overseas universities," says Deborah Ong, Human Capital Partner with PwC in Singapore. "We have a selection process in place for our internships, which helps us identify bright young talent."
At PwC, internships allow both the company and the student to consider the pros and cons of a more permanent relationship. "Internships provide a good insight into both the nature of work done and the corporate culture of PricewaterhouseCoopers," Ong says. "(They) allow the interns to evaluate if they are suited to the accounting profession in general and the firm in particular. It also provides (PwC) with the opportunity of assessing the interns' interest and potential for a career with the firm."
Making the most
When accepting interns, it's important to appreciate their need for fulfilling work that relates closely to their course of study. Sharon Neo, HR Manager, Clear Channel Singapore, says she makes sure every intern has a comprehensive road map of their goals and tasks for the duration of the programme. "Typically, the head of the department to which they are attached to will prepare a road map which highlights the responsibilities they will be given and expectations of them," she says. "Due to this clarity, most interns have had no problems handling their responsibilities."
Many organisations like to plan their interns' programmes progressively so they move from routine activities early in the program to more complicated projects. This helps interns to understand the work and feel like they are learning something. By giving interns plenty of work and making sure that work is useful, organisations give the student every chance to apply their school-learned skills and make the best possible impression.
Either way, productivity should be a goal for both HR and its interns. "We do our best to provide our interns with relevant on-the-job training, allowing them to apply what they have learnt in school and build on that," says Ong. "We come up with a suitable work programme for each intern and ensure they are effectively utilised."
Giving interns a 'buddy' is another way to make the programme productive.
An internship is often a student's first real piece of work experience and some may need a little extra attention and support. Providing interns with a closely linked colleague means they will have someone to turn to for support when they have questions. It also ensures the communication lines between intern and organisation are always open, creating a more positive experience for both.
Asking questions
Of course it isn't just the company who makes the internship productive. Chong Ee Rong, Deputy Managing Director, Ogilvy Public Relations Worldwide, believes interns play an important part in making the system work. "Attitude makes all the difference," he says. "Exposure to the agency allows them to see what they learned at school come to life."
But students need to see it as a learning opportunity as well as a foot in the door. "They get exposure to some of the smartest people in the business and they need to ask questions," Chong says. "You get as much as you put into it." Chong advises that communication is essential during the internship and should flow easily in both directions. He says managers or HR should meet with interns regularly throughout the programme. This is often best done away from the work site "so they can feel comfortable telling you how the experience is really going".
Pass requirement
All three local public universities place significant emphasis on internships with students generally completing work experience as part of their degree courses.
Students at Nanyang Technological University and Singapore Management University are required to undergo practical attachments varying from eight to 24 weeks, depending on their course of studies. Organisations typically pay their interns $600 to $1300 per month.
In the student's shoes
Sudha Shukal, a final-year undergraduate at Nanyang Technological University's School of Electrical and Electronic Engineering began her Industrial Internship at an engineering company in June last year.
Although she had been trained in engineering theories and concepts, she felt she still had to acquire new skills on-the-job. "I learnt a lot, from managing time and projects to working independently with minimal supervision or guidance," she tells HRM.
Besides the learning opportunities, the internship also allowed Shukal to take a peek into a real-life working environement and build that all-important network. Those contacts will come in handy when she's looking for a full-time job upon graduation this year. Hopefully that will be enough, but the bright student does have a back-up plan. "I will consider another internship if I'm not able to find a permanent job within six months of graduation," she says.