Internship Program Development

Summer 2025 interns: Follow this piece of advice to make your internship life easier in the long run. I promise you'll thank me! If you haven't done so already, starting today...document your summer experience as you go. It doesn't matter how you do it. A laptop document, a phone app, a good ol' fashioned planner/notebook. What matters is writing all the information down as you’re producing it or taking it in, rather than trying to reflect an entire summer in August or September. 1. Keep track of what you do. Your duties & responsibilities, your accomplishments, etc. Pay attention to quantifiable details. For example, if you create social media content - how many posts, how much increased engagement (numbers or percentages). Logging these details now will make updating your resume and LinkedIn profile easier at summer's end. 2. Take notes during career conversations. Bring a notebook to every meeting, with questions prepared and enough room to write down answers and the additional information you learn. Being able to reference these specific topics in the followup thank you email (sent 24-48 hours after your meeting) adds a personal touch. Additionally, you’re going to learn a lot from many different people that you’ll want to easily reference in the future. 3. Write down "the nuggets." Tidbits you hear during a staff meeting, presentation, career conversation, or anywhere. A nugget is anything that makes you think, pause, ponder, reflect, engage or even just laugh. One of my colleagues writes on her iPhone Notes app any phrases she hears that resonate with her, whether shared by someone in conversation or offered in a presentation. Great example of nuggets! 3. Snap pics and videos. Visual documents are as helpful as written ones. If you’re assisting in putting together an event, take pics before, during and after the program. Is your internship taking place in a different city or country? Capture sites outside of the office, too! 4. Share your experience. LinkedIn is perfect for doing so. I love seeing students celebrating their internships throughout the summer with stories and accompanying photos. Others put together a website or portfolio that they can share with an audience. So don’t delay, start your internship tracking today.  You’re welcome! 🙂

Here’s ONE thing I’ve been doing during my internship that’s helping me CONNECT the dots between what I’m doing now and landing a RETURN offer (hopefully 🤞): 📝 I started keeping a daily journal of what I’ve been doing and why I’m doing it. Not like a “dear diary” thing. Just 5–10 minutes at the end of the day to write: - What tasks I worked on - Who I collaborated with - What problem it solved (or contributed to 😔) What I didn’t understand at first — and how I figured it out It sounds simple, but this habit is already changing how I approach my internship. Here’s what it’s been helping me with so far: 🔍 1. It makes me more intentional at work When I know I’m going to reflect on my work, I ask better questions in real time: “Why are we doing this?” → instead of just “How do I do this?” “How does this affect the user/team?” → instead of “Is this right?” That small mindset shift makes me show up more like a full-time teammate than just “the intern.” 🧠 2. It helps me actually remember things The first week felt like drinking from a firehose. Names, tools, acronyms, tickets — all a blur. Now, because I’m writing things down: I don’t have to re-ask the same questions I have a personal cheat sheet of what I’ve learned I’m already building stories for resume bullets or interviews 📈 3. It helps me see my own progress Some days feel like I didn’t do much. But when I flip back through my notes, I realize: “Oh, wait. I solved a weird bug, got unblocked faster, or finally figured out how to use that internal tool.” Those small wins stack up — and help me stay motivated, even on quiet days. It’s easy to let the days blur together during an internship, especially when you're just trying to stay afloat. But this one small habit is helping me: ✔ Build self-awareness ✔ Track my value ✔ And prep for that mid-internship check-in or return offer convo without scrambling If you're interning (or have before), curious to hear: What’s one habit you wish you started earlier? 👇 Drop it below — I’m always trying to level up.

𝗥𝗲𝘁𝗵𝗶𝗻𝗸𝗶𝗻𝗴 𝗜𝗻𝘁𝗲𝗿𝗻𝘀𝗵𝗶𝗽𝘀: 𝗙𝗿𝗼𝗺 𝗦𝗵𝗼𝗿𝘁-𝗧𝗲𝗿𝗺 𝗦𝘂𝗽𝗽𝗼𝗿𝘁 𝘁𝗼 𝗟𝗼𝗻𝗴-𝗧𝗲𝗿𝗺 𝗦𝘁𝗿𝗮𝘁𝗲𝗴𝘆 Internship programmes are often treated as a seasonal exercise... something to fill the immediate gaps or to offer students a brief exposure to work. The most effective organisations see internships very differently. They treat them as a strategic investment in future talent. When designed well, internships are not about observation. Instead, they are about contribution. Interns should not be on the sidelines. They should be solving real problems, working alongside teams, and seeing how their work connects to business outcomes. That shift requires intentional design: 𝗖𝗹𝗮𝗿𝗶𝘁𝘆 𝗼𝗳 𝗣𝘂𝗿𝗽𝗼𝘀𝗲 A strong programme starts with clear learning outcomes and defined success measures for both the intern and the organisation. 𝗥𝗲𝗮𝗹 𝗪𝗼𝗿𝗸, 𝗥𝗲𝗮𝗹 𝗜𝗺𝗽𝗮𝗰𝘁 Meaningful work builds capability and confidence. It also gives organisations an authentic way to assess potential, far beyond interviews or assessments. 𝗜𝗻𝘁𝗲𝗴𝗿𝗮𝘁𝗶𝗼𝗻, 𝗡𝗼𝘁 𝗜𝘀𝗼𝗹𝗮𝘁𝗶𝗼𝗻 Interns thrive when they are embedded into teams, exposed to leaders, and given visibility across the organisation. They should not be treated as temporary add-ons. 𝗔 𝗣𝗶𝗽𝗲𝗹𝗶𝗻𝗲, 𝗡𝗼𝘁 𝗮 𝗣𝗿𝗼𝗴𝗿𝗮𝗺𝗺𝗲 The best internship experiences don’t end when the placement does. They become a critical feeder into the organisation’s long-term talent strategy—reducing time to hire, improving retention, and strengthening employer brand. In a world where talent is increasingly scarce and expectations are evolving, internships are no longer a “𝘯𝘪𝘤𝘦 𝘵𝘰 𝘩𝘢𝘷𝘦”. They are one of the most powerful levers we have to shape the workforce of tomorrow, starting today. #DrJaclynLee #TalentStrategy #InternshipProgramme #EarlyCareers #TalentPipeline #NextGenTalent

We took 8 interns in my team alone and the results were shocking. The impact was bigger than I ever imagined. Over the last four years, my direct teams brought in eight interns.   We didn’t just train them. We extended offers to every single one.   Today, 80% are still with us, now star employees at Star Stable. Most companies get internships wrong. ❌ “Interns slow us down.”   Onboarding takes time, yes. But it’s the best investment you can make.   Interns want hands on work. They learn fast.   The moment you see them lead a project, you know you made the right call. ❌ “Only hire interns if you have a job for them.”   That’s not how it works.   Internships are a core part of education.   Some students can’t graduate without one.   By offering a spot, you help students and your team.   Just be clear if there’s no job after, say so from the start. ❌ “Interns are free labor.”   That’s not just wrong. It’s exploitation.   Rotating interns in and out, using them for grunt work, and never investing in their growth, this must stop.   It doesn’t build careers. It doesn’t build teams. It doesn’t build games. The reality: 1. Grow talent in house   ↳ Interns bring new ideas and energy.   ↳ They push seniors to become better mentors.   ↳ They strengthen your culture. 2. Invest early, see results fast   ↳ The learning curve is steep, but the payoff is real.   ↳ Interns who stay become your best hires. 3. Be honest and transparent   ↳ If you can’t offer a job, say so.   ↳ Respect their time and effort. 4. Build a real path for growth   ↳ Give them real work, not just busywork.   ↳ Let them own projects.   ↳ Watch them rise. Some of the best things at our studio would not exist without our interns now colleagues. Internships are not a shortcut.   They are the foundation for strong teams and better games. If you want to build a great studio, start by building great people. Does your studio take interns?

Track these 3 P’s during your internship: Projects People  Performance Internships go by in a flash. You’re learning fast, juggling new tasks, and absorbing information nonstop. This makes it easy to forget all that you did. So take 5 minutes each week to track these: (Use the prompts below as a guide, but feel free to go beyond them.) Projects • What did I work on or finish this week? • What tools, skills, or software did I use? • What impact did I make (metrics, outcomes, results)? People • Who did I meet or collaborate with for the first time? • Who offered advice, mentorship, or support? • Who do I want to follow up with or stay connected to? Performance • What feedback (positive or constructive) did I receive? • What actions or behaviors led to that feedback? • What strengths or skill gaps are starting to emerge? (You won’t list feedback or growth areas on your resume, but tracking them now helps you build a focused development plan for the semester ahead.) — Internships teach you a lot in the moment. But the real impact shows up later in stronger resumes, deeper connections, and clearer areas for growth. Track it now. Leverage it later.

Over the past couple of weeks, I’ve had a handful of coffee chats—some with professionals, others with interns and students currently navigating their internships. One question kept coming up: What can I do to secure a return offer? I’ve been there, and I know how much that question weighs on your mind, especially as you hit the midpoint or start thinking about how to wrap up strong. When I interned at AWS, a few intentional moves helped me turn that experience into a return offer. 1. Get clear on expectations Have a direct conversation with your manager about what success looks like. Set goals, schedule midpoint check-ins with mentor, manager and work backwards from a clear plan. 2. Track your progress Keep a running doc of what you’re working on, who you meet, feedback you receive, and lessons learned. This helps with final presentations, and reflection. 3. Ask for feedback early and often Don’t wait for your exit review. Ask what’s going well and what to improve while you still have time to act on it. It shows committed to growing and gives you time to make real adjustments. 4. Stay organized and manage your time It’s easy to get disorganized towards the end of your internship and you start to lose track. Use a system that works for you—calendar, task list, Notion, etc. Stay on top of your work so nothing slips through the cracks. 5. Be proactive and add value Say yes to new opportunities and look for ways to contribute beyond your project. Leading a task, supporting a teammate, organizing a team building activity. Just be intentional—impact > quantity. 6. Build meaningful connections Network with people outside your team. Schedule coffee chats, quick intros, staying after meetings to ask questions. This all counts, follow up, and stay curious. These relationships often outlast the internship itself, they can become mentors, advocates or even friends. 7. Show your growth, not just results Speak up in meetings, and reflect on how you’ve grow not just what you’ve done. Let your team see your progress in real time. How have you adapted what you’ve learned? Growth over time is just as valuable as the final results. 8. Work on both technical and soft skills Yes - master the tools, write clean code, build the dashboard. But, also practice communication, time management, collaboration, and self-awareness. These skills will set you apart. 9. Build your personal brand on LinkedIn Connect with the people you meet. Share what you’re learning, showcase your journey. A thoughtful presence can leave a lasting impression and open doors. 10. Keep your resume updated Make weekly updates to your resume, write down your wins and impact while it’s happening. This saves time later and keeps your achievements accurate. Finishing strong isn’t about doing everything perfectly. It means being thoughtful, consistent, and intentional with how you show up. Let me know which of these help and share your own tip.

Here’s a piece of advice I’d give any company that wants to make recruiting easier → Connect your internship program and early-talent hiring. That means designing internships with your hiring goals in mind, and making sure former interns are a recruiting priority. Many employers I’ve met tend to keep the two separate. As a result, they miss opportunities to convert top interns into full-time hires. We recently talked to employers with excellent intern to full-time conversion rates, and a common theme I noticed was that they all built a bridge between their internships and entry-level hiring. For example, L'Oréal pairs every intern with a mentor, and successful interns can qualify for the company’s two-year management training program. General Mills rotates interns across different business functions to help them discover their interests. That’s how you make it easy for interns to envision a career with you. The more your internships and early-talent hiring work together, the easier hiring will be. Read more about how your organization can build a strong talent pipeline in our internship report:  https://lnkd.in/ehgQiTDu

Hiring summer interns? The best employers don’t treat interns like temporary help...they treat them like future talent. An internship experience can shape how someone views leadership, workplace culture, communication, and growth for years to come. That’s why employers should think beyond: “Do we need an intern?” And instead ask: ➡️ Do we have structure in place? ➡️ Are managers ready to mentor and support? ➡️ Are expectations clearly defined? ➡️ Are we creating an experience that’s actually valuable for the intern? The strongest internship programs don’t just help for the summer...they help build future talent pipelines and stronger employer brands long-term. Sharing a few reminders for employers heading into summer internship season 👇 #leadership #internships #humanresources #workplaceculture #talentstrategy

One of my proudest achievements: investing in our nation’s future. Here’s how my internship creates razor-sharp tech talents: For years, I’ve run a summer internship for teens from Washington DC. Many choose my program over giants like Samsung and Accenture. Because here they don’t just shadow, but actively participate: • Interview real customers for real projects • Develop prototypes, learn coding, and deploy to AWS • Use the same tools and processes which my commercial company relies upon This internship is their springboard: they can talk confidently about creating a meaningful project, using the latest tech, for a real company. This year, interns an editable QR-code generator for one of my companies, TotalShield. This allows anyone to scan a QR code faceplate on one of our products and receive important data about ballistic and explosive protective properties. And the best part of this program? The standout performers from one year return as the leaders for next year. Take Eric, for instance. An intern a few years ago, he's now a full-time employee, returning each summer to coach and guide the new batch. This system not only fosters leadership but also ensures continuity and a standard of excellence. It’s a scalable model for talent development, ensuring a consistent pipeline of skilled employees. For anyone considering hosting interns, here's my advice: Dedicated Coaching: Splitting attention doesn't work. Hire a dedicated coach/ mentor available at all times. Fair Compensation: Value their time and effort with a deserving wage. Essential Workplace Skills: Don't assume they know the basics like professional dress, shaking hands, and how to communicate with a manager. Teach them. Meaningful Projects: Challenge them. Give them tasks that matter. I've seen firsthand the transformative power of investing in the right talent early on. If you want rock-solid employees for tomorrow, invest in them today. P.S ( I'm hugely grateful to On-Ramps To Careers, a fantastic nonprofit that organizes the interns from which I interview and select every year)

From Talent Pipelines to Talent Flywheels We’ve spent years talking about “talent pipelines.” But pipelines assume something that no longer exists: stability. Linear paths. Predictable demand. Ready-made candidates. That’s not today’s reality. Careers are nonlinear. Skills evolve quickly. And organizations don’t just compete for talent—they compete for relevance in a constantly shifting market. So when pipelines stall, we call it a “talent shortage.” But what if the problem isn’t supply? What if it’s the model? The organizations pulling ahead aren’t building pipelines. They’re building talent flywheels. Systems where: Early engagement fuels skill development Skill development connects to real work Real work builds loyalty and capability Those experiences strengthen brand and relationships And talent comes back—again and again That’s momentum. This is where we’ve consistently underestimated internships, co-ops, and early career experiences. Too often, they’re treated as: Short-term programs Recruiting tools Low-risk trial runs In reality, they are the ignition point of the flywheel. When done right, they: Turn unknown talent into known contributors Reduce hiring risk Accelerate time to productivity Create long-term affinity with your organization And not every intern needs to convert to create value. Some become future hires. Some become referral engines. Some become ambassadors for your brand. The relationship compounds—or it disappears. Here’s the truth: Many “talent shortages” are self-inflicted. We engage too late. We underinvest in development. We treat early talent as transactional. We lose connection the moment someone doesn’t accept an offer. Then we start over. A flywheel eliminates the restart. The shift for leaders is simple—but not easy: Stop asking: How do we fill roles? Start asking: How do we build a system where talent keeps returning, growing, and contributing? At the University of New Haven, this is exactly what we’re building through our Better Than Ready model. By aligning industry-informed curriculum, real experiential learning, durable skill development, and intentional internship and career placement, we’re not just preparing students—we’re creating momentum for industry. Students engage early with real-world challenges. They build skills that translate immediately. They enter the workforce as proven contributors—not unknowns. And our partners don’t just hire them. They co-develop, re-engage, and reinvest. That’s the flywheel. If you’re still building pipelines, you’ll keep chasing talent. If you build a flywheel— talent will start coming back to you. Give us a call. Let's rewire the relationships between higher education and industry together and create the flywheel. #BetterThanReady #TheSystemisBroken