June 18, 2012, 10:31PM
The Challenge992 followers
How can we equip young people with the skills, information and opportunities to succeed in the world of work?
Congratulationsto all our contributors!
Hurdles & Success Stories
Share your story, or someone else’s, about the hurdles you faced and/or the successes you achieved when you first entered the workforce, or made another big life transition. Find out more...
Skills & Training
Help us identify new types of ‘soft’ and ‘hard’ skills that today’s young people might need to succeed in the workplace, and the ways in which they’re being acquired. Find out more...
The Employer’s Perspective
As an employer what’s your perspective on supporting young people in their transition to work? Find out more...
What have we missed? Inspire us with insights, examples and stories which go beyond our other missions for this challenge. Find out more...
What are some great examples of how businesses, governments, educators and NGOs have collaborated to help young people into employment? Find out more...
Mission #2 Skills & Training Find out more...
Meaningful InternshipsEveryone wins if companies take the time and energy to create a meaningful internship structure. The intern gains valuable experience and knowledge and the company would likely see a high return on investment.
Too many companies see their young interns as coffee-fetchers and document filers. Young people are eager to experience a wide variety of work projects and opportunities. Too often, internships are a waste of time and the intern is not exposed to any high-level projects, meeting, or decisions. With the increased competitiveness of the job market, young people need to focus on the activities that will have the greatest effect.
Their skills (even if just an open mind and an enthusiasm to learn) go un-noticed and un-utilized.
Everyone wins when a company has a well structured and meaningful internship. Interns undoubtedly learn more and feel more invested with the company. Companies that incorporate structured training and professional development into their internship programs would likely see a high return on investment. Companies could start treating interns like fellows, and involve them directly in their own development. Or simply expose the intern to the various departments and operations involved in the business.
How can we involve private companies in creating meaningful internships, and what would those internships look like? How can this shift be supported or incentivized?