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“I applied for both of my internships because I wanted experience in the workforce. I wanted to be able to put
something on my resume, and explore a potential career before getting out into the real world. It was nice to earn
money and experience life away from home. I also liked meeting contacts and getting experience outside of the
classroom.”
EXECUTIVE SUMMARY
Utilizing internships is an incredibly powerful method For-profit internships are the most popular, with 59% of
used by employers to recruit the brightest talent, students participating in corporate internships. Of the
students to gain critical workplace skills, and govern- remaining, 26% participate in not-for-profit internships,
ment entities to complement workforce development and 15% intern with government agencies on the
strategies. This State of Indiana Internships report local, state, and federal levels. Popular internship
is based on the 2008 National Internship and Co-op industries in Indiana include manufacturing, health
Study conducted by Intern Bridge. The data presented care, education, and technology, with a significant
in the report has been collected from 1,652 students number of internships available within the engineering
attending 20 different universities within the state. field.
Approximately one in five Indiana college students TYPE OF HOST ORGANIZATION
is participating in an internship at any given time. By
the time Indiana students reach their fourth academic 15%
year, at least half will possess internship experience Government
with many students having participated in more than Agencies
one experience.
59%
26%
The following chart shows internship completion by Not-For-Profit
Corporate
Internships
academic status for Indiana college students. Internships
“He was not afraid to assign me work and set me off on my own to do it. Also, I was given a lot of responsibility right
away, but he was willing to work with me on getting it done. He had a lot of faith in my background, work ethics,
and how well the work would be preformed.”
“The organization was a small business, so I was able to learn about the ins and outs of business, from working
the front desk, to running a group session and participating in evaluations.”
DEMOGRAPHICS
The information contained in this report is based on the survey was completed by students of all academic
data collected from the 2008 National Internship and status and at varying times during the semester. At any
Co-op Study. The study was implemented in the fall given time, approximately one in five Indiana college
semester of 2008 on over 300 university campuses students is participating in an internship.
throughout the United States. Over 42,000 responses
were collected from undergraduate students, regard- The aggregate data shows internship participation
less of their academic background or type of institution does not vary greatly by gender with 21.4% of females
they attended. The mission of the research project was and 24.7% of males reporting having participated
to gather critical internship data from students while in an internship. However, it is possible that ethnic
determining their expectations of academic internship background does play a role into whether or not an
programs, and whether those expectations were be- Indiana college student participates in an internship
ing met. experience.
“I wanted to get hands-on work experience in industry to make me more marketable for full-time employment.
I wanted to get as much experience as possible and learn a wide range of techniques and skills so I could work in
many different settings.”
DEMOGRAPHICS (cont.)
MULTIPLE INTERNSHIPS FINANCIAL AID
It is not uncommon for students to participate in more Of the students in Indiana who participated in an
than one internship during their college experience. internship, 76% of students currently receive financial
This provides greater exposure to workplace culture, aid. This statistic is part of what constitutes the
and contributes to the student’s ultimate success as a argument to offer interns monetary compensation, a
member of the workforce. topic covered later in this report.
“The faculty contact I spoke with was a former branch manager and was a friend with the current branch manager.
He also informed me the current branch manager highly valued interns and their role within the organization.”
DEMOGRAPHICS (cont.)
INTERNSHIP PARTICIPATION BY INDUSTRY
The following chart displays a list of industries where interns gained their workplace experience:
“He was very supportive and let me come up with new ideas and implement them with little intervention or guidance.
He was determined to make me fully competent in doing the job independently. He is a great mentor!”
DEMOGRAPHICS (cont.)
INTERNSHIP PARTICIPATION BY POSITION
The following chart displays a list of departments where interns gained their workplace experience:
Number of Number of
Department Percent Department Percent
Interns Interns
Engineering 77 20.6% Business Development 6 1.6%
Marketing 25 6.7% Computer Drafting and
6 1.6%
Research 25 6.7% Design
Education 23 6.2% Database Management 4 1.1%
Medicine 18 4.8% Farming/Agriculture 4 1.1%
Accounting/Auditing 16 4.3% Fundraising/
4 1.1%
Development
IT/Systems 16 4.3%
Hotel/Restaurant/
Finance 14 3.8% 4 1.1%
Hospitality
Public Relations 13 3.5%
Political Organization/
Counseling 12 3.2% 4 1.1%
Lobbying
Administrative/Support Product Management 3 0.8%
11 2.9%
Services
Actuarial 2 0.5%
Law Enforcement/
10 2.7% Consulting 2 0.5%
Security
Programming/Software
Analyst 8 2.1% 2 0.5%
Development
Sales 8 2.1%
Supply Chain
Law 8 2.1% 2 0.5%
Management/Logistics
Event Planning 7 1.9% Tax 2 0.5%
Human Resources 7 1.9% Technical Support 2 0.5%
Management 7 1.9% Buying/Purchasing 1 0.3%
Operations 7 1.9% Customer Service 1 0.3%
Project Game Design 1 0.3%
7 1.9%
Management
Web Development 1 0.3%
JOB OFFERS
Of the fourth and fifth year students who participated in the survey, 22.9% were offered positions of full-time
employment by their host organizations. It is important to note, however, that the percentage is likely higher.
The survey was administered throughout the fall semester. It is feasible that a student took part in the survey
without being officially notified if they were ultimately going to be offered a position of full-time employment. Of
the same group, 47.1% reported that they were still waiting for a final decision.
7
“The contacts I spoke with were extremely interested, polite, and prompt in their responses. I knew that I would not
be filing papers and running errands during the majority of my internship experience.”
PURSUIT OF INTERNSHIPS
REASONS STUDENTS Employers often decline to host interns, or expand an
PURSUE INTERNSHIPS internship program because they anticipate it will cost
them too much money. In particular, they fear they will
The following table represents a list of reasons be unable to offer competitive compensation. The first
students choose to pursue internships. seven reasons students desire to pursue internships
are academic and experiential in nature. While earning
Responses are ranked in the order of most important a wage is important, the opportunity to gain critical
to least important, and sorted by Indiana intern data. workplace experience is far more critical.
The highlighted portion in black illustrates where
Indiana data differs from national data. It does appear Indiana college students place a slightly
higher emphasis on compensation as compared to
Reason Students Indiana National peers on a national basis. Receiving a full-time job
Pursue Internships Colleges* Data** offer also ranks slightly lower. (An interesting side note
is that a higher percentage of Indiana interns received
To gain hands-on monetary compensation when compared to national
1 1
work experience data, a topic which will be reviewed later in this report.)
To learn new skills 2 2
To become better prepared REASONS STUDENTS DO NOT
to be employed in a 3 3 PURSUE INTERNSHIPS
specific field
Gaining an understanding of why students do not
To make professional
4 4 pursue internships is just as important as learning the
contacts for future networking motivation behind the students that ultimately take
To be given a realistic preview part in experiential education.
5 5
of the “World of Work”
To experience work at a The following table represents a list of reasons students
6 6 do not choose to pursue internships. Responses are
potential full-time employer
ranked in the order of most important to least important,
To explore a new organization 7 7 and sorted by Indiana intern data.
To earn money 8 10
To explore a new industry 9 8 Overall, the reasons Indiana students do not pursue
internships mirror that of the national data. The
To receive a full-time job highlighted portion in black illustrates where Indiana
10 9
offer from an employer data differs from national data.
To receive college credit 11 11
To fulfill degree
12 12
requirements
To take part in
13 13
community service
To live in a specific area 14 14
“My supervisor made it a point to get to know each of the interns, and gave honest, constructive insight that
opened my eyes to both my strengths as well as those areas in which I need to grow.”
“I had amazing people to work with and it’s really helped me develop personally and professionally and given me
confidence as I look at graduate school. I think that these experiences are highly worthwhile!”
PROGRAM STRUCTURE
INTERNSHIP PARTICIPATION FULL-TIME
BY SEMESTER VS PART-TIME
TYPE OF HOST ORGANIZATION - TYPE OF HOST ORGANIZATION - FULL-TIME VS PART-TIME - FULL-TIME VS PART-TIME -
INDIANA COLLEGES NATIONAL DATA INDIANA COLLEGES NATIONAL DATA
2.4% 4.4%
WINTER WINTER
16.4% 60.6% 56.7%
FALL 23.6% Full-Time Full-Time
FALL
66.2 15% 58.3
SUMMER SPRING SUMMER 13.7% 39.4% 43.3%
SPRING Part-Time Part-Time
“While my supervisors did not necessarily give me ‘in-depth feedback,’ they did tell me I was doing a great job on
multiple occasions.”
SUPERVISOR
SUPERVISOR STUDENT EXPECTATION
FEEDBACK FOR SUPERVISOR INTERACTION
“I found the internship on my school’s web site and I knew that it would be the opportunity of a lifetime. So I took
a shot at it and needless to say it helped me out immensely.”
Table A illustrates the methods in which students expect to find internship opportunities, whereas Table B
illustrates the method in which students actually obtain internships. There is a slight disparity with how Indiana
students expect to find internships when compared to students on a national basis. In particular, Indiana students
appear to put more emphasis on career fairs than average students nationally. In terms of how students ultimately
find internships, Indiana students follow the national trend of utilizing friend, family, faculty and personal contacts
to achieve an internship position.
12
“I was given multiple options, and I chose the one that I thought would be most interesting to me, and most likely
to be something I might want to pursue later in life. The main goal of the internship was to see if the field interested
me, so I chose with that in mind.”
“He was down-to-earth and didn’t treat me like a temporary employee. He treated me like I was a member of the
team and I was included in all team meetings and events.”
COMPENSATION
MONETARY COMPENSATION
27.6
Did Not
Receive Monetary While receiving monetary compensation is not necessarily a chief concern
Compensation of students who take part in internships, it certainly matters. Employers need
to consider the vast population of college students who simply cannot afford
to take part in unpaid internships. The most competitive internship programs
offer monetary compensation and gain access to the largest candidate pools.
72.4%
Received Monetary
Compensation
“I was paid well and was able to make a lot of networking contacts because I worked with a variety of clients
instead of the typical internship in which the intern only gains contacts from the company he/she interns with.”
COMPENSATION (cont.)
INDIANA INTERNSHIP COMPENSATION - WAGES BY MAJOR (cont.)
Hourly Number of
Academic Major
Wage Responses
Philosophy and Religious Studies $10.50 2
Physical Sciences $10.50 4
Psychology $10.72 6
Public Administration and Social Service Professions $18.00 1
Social Sciences $10.18 8
Visual and Performing Arts $ 8.83 3
Hourly Number of
Industry
Wage Responses
Accounting $12.10 8
Agriculture/Farming/Agribusiness $15.00 2
Arts & Entertainment $10.25 6
Biotechnology $15.70 5
Communications/Media - Advertising $10.00 2
Communications/Media - Journalism $ 9.00 2
Communications/Media - Marketing/PR $ 7.67 3
Communications/Media - Publishing/Print Media $12.00 1
Consulting - Environmental $18.50 1
Consulting - Strategic/Change Management $16.00 2
Consulting - Technology $15.63 7
Consumer Products $14.12 17
Defense $15.74 7
Education/Academia $ 9.07 17
Energy/Utilities $15.55 8
Environment $ 9.49 7
Finance/Banking - Brokerage $10.00 1
“My supervisor listened to what I said and took my opinions into consideration. Although we talked a lot about
work-related issues, we also talked about things outside the workplace and I enjoyed getting to know him as a
person.”
COMPENSATION (cont.)
INDIANA INTERNSHIP COMPENSATION - WAGES BY INDUSTRY (cont.)
Hourly Number of
Industry
Wage Responses
Finance/Banking - Commercial Banking $ 8.85 2
Finance/Banking - Financial Services/Planning $11.83 6
Finance/Banking - Investment Banking $12.00 1
Finance/Banking - Venture Capital $12.00 1
Government - Federal $12.38 9
Government - Local $10.02 5
Government - State $12.56 5
Health Care $12.45 11
Hospitality $11.25 2
Insurance $15.00 2
Legal Services $20.00 1
Manufacturing $13.06 31
Non-Profit $ 9.35 10
Pharmaceutical $16.11 9
Real Estate $10.00 4
Retail/Merchandising $12.38 4
Social/Human Services $11.05 8
Technology - Electronics $14.14 7
Technology - Hardware $19.88 4
Technology - Information Systems $ 8.00 1
Technology - Internet/E-commerce $ 9.95 2
Technology - Network Administration $13.83 3
Technology - Software $18.13 4
Telecommunications $11.50 2
Transportation $13.88 10
16
“My supervisor gave just the right amount of instruction and was always there if I ever needed help completing a
task.”
COMPENSATION (cont.)
INDIANA INTERNSHIP COMPENSATION - WAGES BY POSITION
Hourly Number of
Position
Wage Responses
Accounting/Auditing $13.05 14
Actuarial $14.75 2
Administrative/Support Services $10.58 6
Analyst $ 9.38 6
Business Development $10.15 4
Computer Drafting and Design $13.00 3
Consulting $16.00 1
Counseling $13.20 2
Customer Service $17.00 1
Database Management $13.25 2
Education $ 9.73 10
Engineering $15.00 73
Event Planning $ 8.50 1
Farming/Agriculture $10.00 1
Finance $13.58 11
Fundraising/Development $ 7.00 1
Game Design $29.20 1
Hotel/Restaurant/Hospitality $ 7.50 1
Human Resources $10.75 4
IT/Systems $11.13 12
Law $13.40 2
Management $10.92 5
Marketing $10.36 18
Medicine $11.73 8
Operations $10.15 4
Political Organization/Lobbying $14.25 2
Product Management $13.50 3
Programming/Software Development $10.50 2
(table cont. on page 17)
17
“My supervisor allowed me to work independently while giving insight and advice as needed. This approach allowed
to me learn firsthand through actual experience while asking questions and learning from minor mistakes.”
COMPENSATION (cont.)
INDIANA INTERNSHIP COMPENSATION - WAGES BY POSITION (cont.)
Hourly Number of
Position
Wage Responses
Project Management $12.25 4
Public Relations $ 8.13 4
Research $11.96 22
Sales $13.38 4
Supply Chain Management/Logistics $ 9.50 2
Tax $17.25 2
Technical Support $15.00 1
Web Development $18.00 1
COLLEGE CREDIT
Status of College Credit - Number of Credits Received
Indiana vs Nation Indiana
Indiana National Colleges
Colleges Data One 7.7%
Received College Credit 45.8% 51.9% Two 6.4%
Did Not Receive College Credit 54.2% 48.1% Three 63.1%
Four 7.6%
More than Four 15.2%
Pay for Credits
Indiana
Fewer students receive academic credit for their
Colleges internship experience in Indiana than the national
Students who paid average, a possible reflection of the fact that Indiana
83.6%
for college credit also offers more paid internships. Over 80% of students
Students who did not pay who receive academic credit also must pay for those
16.4% credits, a compelling statistic which further shows the
for college credit
importance of paying a monetary wage.
18
“Everyone knew I was there to learn and they took me in and gave me as much experience as possible.”
LEGALITIES OF INTERNSHIPS
The employment law of hosting interns is both vague Nonetheless, there is little room in the regulations
and ambiguous. Most of the justice system in U.S. for programs that fail to provide either monetary
society is based on case law, decisions made by a compensation or college credit. In Indiana, 5.6% of
court upon interpretation of written law. There are few interns report failing to receive monetary compensation
cases throughout the United States involving internship or college credit for their internship experience, as
and labor, and therefore, little solid evidence about the compared to 11% nationally. In many cases, employers
legalities of hosting interns. The Department of Labor’s simply do not understand the legalities involved.
regulatory board made a ruling to help internship Employers should be educated about the importance
coordinators decide if their interns are employees of internship compensation.
(who require compensation) or volunteers (who do not
require compensation.) The Six Prong Test is noted
below. By definition, an internship program fails at
least two of the prongs. Thus, interns must be paid.
1) The training, even though it includes actual operation of the facilities of the employer, is similar to that
which would be given in a vocational school;
2) The training is for the benefit of the trainees or students;
3) The trainees or students do not displace regular employees, but work under their close observation;
4) The employer that provides the training derives no immediate advantage from the activities of the trainees
or students, and on occasion his operations may actually be impeded;
5) The trainees or students are not necessarily entitled to a job at the conclusion of the training period; and
6) The employer and the trainees or students understand that the trainees or students are not entitled to
wages for the time spent in training.”
U.S. Department of Labor. Employment Relations Under the Fair Labor Standards Act. WH Publication 1297. Reprinted August 1985.
19
“The best part of my internship was the exposure to the company and all the information I was given relating to
what my opportunities would be with the company as a full time employee.”
OUTCOMES
WOULD YOU RETURN TO THE
College Credit ORGANIZATION IN INDIANA FOR
Recipients ANOTHER INTERNSHIP/CO-OP?
Indiana Colleges
Mean
I am now better prepared to
4.2
be employed within the field. 26.3%
I was given a realistic preview No
4.2
of the “world of work”.
I established contacts that I
4.0
will network with in the future.
73.7%
Mean based on a 5-point scale. Yes
15.3%
No
35.4%
64.6% No
Yes
84.7%
Yes
The vast majority of Indiana interns were satisfied with their internship experience, with almost 75% of interns
reporting they would return to the host organization for another experience, and nearly 85% of interns reporting
they would recommend the experience to friends. The data also shows strong evidence that the internship
experiences of students provides effective preparation for future full-time employment.
20
“I think that an internship should be a part of the requirements for a degree, not just an option. Also, they should
try to promote them more in general. I had to ask my adviser and find out everything for myself. My adviser should
have been the one encouraging me to take part in an internship.”
CAREER CENTERS
Have you visited your university’s career Following are student responses when asked…
center to gain information about taking what could your university’s career center do to
part in an internship or co-op? encourage students to seek internships or co-ops
directly through their office?
Yes No
First ■ “My experience with the university’s career
27.7% 72.3%
Year center has been lack of diligence and promotion of
Second opportunities available to students. I accidently ran
38.5% 61.5% across the site and sought further information at the
Year
career center. I set an appointment but found out
Third that she knew less than I did about the internship
50.1% 49.9%
Year and process of application. I didn’t receive adequate
Fourth support and eventually subsided from my pursuit.”
53.1% 46.9%
Year
■ “I am a freshman in college, so I have a long time
Fifth
48.8% 51.2% to get internships and co-ops; however I would like
Year
to get my experience early so I can build on it. I have
not heard anything regarding internships or co-ops for
either of my majors. It would be a good touch to receive
Do you believe your university prepares
its students effectively to work at an e-mails or newsletters that would inform me and other
internship\co-op site? students who are having the same problem.”
Indiana ■ “Post ads near the entrance of the building or at
Colleges elevators or doorways. They could send an e-mail for
Yes 87.2% a reminder. Classroom instructors should be engaged
No 12.8% in the process as well. I often find myself too busy
studying for the next test or writing my next paper.
Information like internships gets put on the back
The correlation between academic status and career
burner! That doesn’t mean it’s not important, it just
center use is clear. The more advanced a student
means I could use some more helpful reminders.”
is in terms of their academic progress, the more
likely they are to have utilized the services of career
■ “Send out a list of services offered and the process
services. The issues students have with their career
centers are fairly common throughout the United involved with each service. For example, you can
States. There is a general disconnect in academia (service offered) by coming to the career center and
between career centers and student populations. Staff we will have you (process step 1) and then (process
constantly make themselves available to students, but step 2), etc.”
the students don’t necessarily take advantage of the
services until they truly need them (junior and senior
year.) Universities need to ensure they are educating
their student population early about the career services
office, and the important role that the office plays in
the success of a student’s job search later on.
21
“I just plain DID NOT know about this offer from the university. I don’t even know what to look for in an internship.
Basically, where do I start?”
“Policy makers should use their relationship with the Chamber of Commerce to encourage businesses and other
organizations to pursue student internships by offering incentives to those businesses who can in turn compensate
their interns adequately.”
BRAIN DRAIN
Indiana
National
Comparison Colleges
Data Mean
Mean
There are job opportunities in my field of interest. 4.50 4.49
Cost of living is affordable. 4.30 4.29
Housing costs are affordable. 4.26 4.24
There are opportunities to advance my higher education. 4.12 4.12
The geographic location is appealing. 3.84 3.94
The cultural and social scenes are appealing. 3.79 3.86
I would stay in the state where my university is located following graduation
3.78 3.71
if financial incentives could be secured and were tied to me staying.
I would be more willing to stay in the state where my university is
3.71 3.6
located if I was afforded student loan forgiveness.
I believe that there are sufficient job opportunities present in the
3.40 3.48
state where my institution is located.
As a direct result of taking part in an internship or co-op, I would be more likely
3.20 3.19
to stay in the state where my university is located after graduation.
I will stay in the state where my university is located following my graduation. 3.14 3.14
I believe that there are sufficient job opportunities present in the
3.08 3.23
city/metropolitan area where my institution is located.
I have already decided to return home after graduation. 2.75 2.75
Mean based on a 5-point scale.
Brain drain, or knowledge retention analysis, is in relation to future knowledge retention initiatives.
important when evaluating the economic impact of The overall numbers for knowledge retention are in
internship and workplace education initiatives. The line with national data.
responses from Indiana college students reveal
interesting information. Indiana students appear The open ended responses (a few are noted on page
just as likely to stay in the state when they graduate 22) uncover a pattern of opinions from students as
compared to students from other states. There appears they relate to individual desire to stay in state upon
to be a disparity in terms of the number of students graduation.
who believe there are sufficient job opportunities near
their university’s location. Students gravitate largely towards student loan
forgiveness programs. Overall, students are looking
A common belief is that students make a decision for policy makers to create a more supportive network
early in their college careers to return upon graduation. that encourages businesses to hire college students
However, in Indiana that does not appear to be the and connects students with those jobs.
case. It seems that students have not yet made up their
mind about returning home – which is excellent news
23
“As a political science major, with interest in foreign policy and international relations, I do not see very many
opportunities within a Midwest state. If the state would provide knowledge of opportunities, it would more entice
me to remain.”
It is a powerful web-based searching, matching and reporting system coupled with personal
assistance, a toll-free hotline and resource materials focused on creating or expanding high
quality internship opportunities within the state.