Each year, the number of companies hosting internships continues to grow. The reason for this trend is simple. Internships provide a lot of benefits to both employer and prospective employee, i.e. interns.
First of all, it gives you the opportunity to find future employees & try out new talent. Studies show that interns are almost 30% more likely to still be at your company than are other full-time hires. What’s more, interns often bring passion, motivation, and positive vibes. This work ethic and a splash of energy have an effect on the whole crew, improving the general company culture. Finally, internships create a better-prepared workforce in your community. Even if you don’t hire the people who interned for you, they still leave your firm with valuable experience and skills gained.
At Flux Technologies, we’re strong believers in hosting internship programs and have organized several throughout the history of the company. This article tracks Flux’s latest QA Internship and gives you insightful tips on how to construct your program with lessons learned, takeaways, and benefits.
Flux’s Latest Case: Summer QA Internships
Over the past two months, Flux organized an internship where selected candidates trained in QA tasks, mentality, and testing psychology. The call for interns received many applicants and after a rigorous selection process, eventually, 6 participated in the program. The internship was part-time, two months long, and further broken down into modules of two weeks for a total of 4 modules.
The goals of the program were for Flux to gain experience specifically in leading QA internships, find new talents, and help motivated individuals to earn valuable knowledge and experience and realize their professional goals.
In order to achieve all these aims, we began by listing those factors that contribute to productive internships. Below is our roadmap to success. Keep these points in mind the next time your company welcomes a new batch of interns.
How to Develop a Successful Internships
Lifehack: If you’re thinking of becoming an intern yourself, this is a perfect guide on the inner workings of how company’s think.
1. Internship Selection Process
To ensure you get the best interns for the job try to use or adapt the same HR processes you would use for your full-time employees. Your hiring practices should help you find the most qualified interns: those with knowledge, skill, and interests that match the positions you’re hiring for. Tests, trial tasks, and well-thought-out interviews will help you evaluate your candidates’ skills and highlight areas where they can grow.
Once Flux announced the open call for QA interns, we received over 1000 applicants who took an online preliminary screening test. The test had three sections: logical and analytical questions; detail-oriented tasks; and QA fundamentals entry-level questions.
From here, 80 people moved on to the next phase, which involved coming to Flux’s office to take a second more in-depth test.
At the third stage, those who scored the highest points participated in an interview. A total of 20 people interviewed at the company. Head of HR Ani Rshtuni mentioned, “During our conversation with applicants we were looking for a combination of several qualities:
- Motivated
- Self-organized
- Detail-oriented
- Ability to manage time well
- Effectively communicate and receive feedback
Interestingly, at the end of all interviews, when our two program coordinators compared notes a total of 6 candidates stood out. These individuals participated in the internship.”
2. Devote a day to onboarding
It’s imperative to properly welcome and introduce interns throughout your company, in the same manner, you would welcome a new full‐time employee. Especially, if your interns are still at university, they may not only be new to your company but new to the professional atmosphere as well.
During Flux’s QA Internship, we have both students with no work experience and also well-seasoned professionals with previous experience in the field. Thus, we took a day for orientation to make sure they felt at home during the two-month period they were with us.
The purpose of this orientation was also to ensure interns understood the company, workflow, and how it operates.
Depending on your company’s field of expertise and the internship profile, expectations can be different in each case, but in general, be sure to cover:
- Hours
- Dress code (if any)
- Open space rules
- Overall responsibilities
- Rules about being absent
- Safety regulations and requirements
3. Understand the Role of an Internship Supervisor and Mentor
At its most basic level, the role of an internship supervisor and mentor is to create a meaningful learning experience. This involves giving your interns the knowledge and necessary tools for the position. To keep track of this process, it’s important to develop learning objectives and goals so both you and the interns have a point from which you can base your feedback during the internship and at the end of the term.
Since each intern will progress at different rates it’s crucial that you account for the entire spectrum of progress. This means helping those who get stumped by certain tasks, as well as providing opportunities for increased responsibility to those who show they can handle it.
Case Study Experience
Flux opted for a buddy-mentor system so the intern-employee working relationship would be more close-knit and productive. Our decision to use this method was backed by research that showed the traditional way of a single person overseeing a larger group of interns often leads to a lack of openness and less willingness to take initiative or ask questions.
The main participants in the QA internship included 6 interns, 3 mentors, and one program supervisor. Thus, the buddy-mentor system allocated 2 mentees per mentor. Every day was ended with an intern-mentee Q&A session where questions could be asked and clarifications made.
“The buddy system worked very well. Initially, we thought one mentor would be with their two interns throughout the whole period. But during the program, a decision was made to become more flexible and rotate mentors. As a result, everyone worked with everyone and got a feel for the team and overall company culture at Flux. Moreover, the evaluation of interns became more fair and objective.”
Program Coordinator Lilith Hayrapetyan
4. Develop a Solid Program Structure for Internships
Creating a structure for your internship program is key. It should be about more than just a series of tasks. Be sure to keep in mind those learning outcomes you’ve set for your interns.
Also, set the format of learning. In our case, we had learning sessions followed by practical tasks (both individual and group) on the presented topic and quizzes.
To keep the overall structure, we broke up the 8-week period into 4 modules of two weeks.
5. Schedule Regular Performance Reviews
Even if your interns are only with you for a month, scheduling weekly performance reviews or feedback sessions is a great idea. It gives interns an opportunity to communicate what’s going well and any issues they may be having, while giving mentors the chance to praise interns on the work they have achieved so far, then adds some constructive criticism to help them to improve. When you have these sessions be sure to close on a mutually positive note.
During the QA internship, at the end of each two-week module, a comprehensive evaluation was done. Specifically, the evaluation focused on:
- Learning outcomes
- Presence
- Communication & teamwork
- Technical writing
- Research skills
- Analytical thinking
- Detail orientation
- Time management
Interns received a grade from 1–10 in each category and recommendations were made as to what can be done to improve their performance. Then interns were given an opportunity to come in early to strengthen on whatever skill set they were most vulnerable in. Since interns were also aware some would be considered for a full-time position at Flux, these feedback sessions were an opportunity to see where they stand and track their progress.
“Two-week intervals proved to be a good checkpoint since interns were always kept in the loop about their progress. This made our end decision of who to hire and refer more clear. It also gave them chances to improve on specific aspects. Basically, communication is everything.”
QA Specialist Ani Petrosyan
6. Make Sure Interns Stick to the Program & Always Know What’s Next
Having a structure and a compositional view of the whole internship program from start to finish is not just an internal tool for coordinators. It’s for your intern too. Make sure they’re not just jumping from task to task without direction. By sharing the game plan with them they will stay engaged and do their best. This is important especially for those who show advanced skills and always have time to take on more responsibilities.
One motto that our team found very helpful was: “Don’t be busy, be productive.”
There always has to be a productive way an intern can apply themselves while at your company.
7. Integrate Interns into Social Gatherings & Company Culture
Offering opportunities for interns to participate in fun activities is a great way to make interns feel as if they are a valuable part of the team. Having time to meet with employees and other interns can greatly enhance the work that they do and motivate them to do a good job. Many employers schedule outings and social gatherings for their interns as well as having the whole team participate in volunteer work that gives them the chance to work together for some charitable cause.
This came particularly easy to Fluxianins (the way we call our team members) since the company has a culture of hardy team-building activities. Our interns joined us for Flux Day that featured karaoke and an all-you-can-drink-smoothie party! Separately, the interns also had their own team-building event with mentors and organizers after the first round of feedback. A final get-together was also held in the form of the game night to celebrate two months of hard work in anticipation of completion certificates.
Results & Takeaways on Internships
The QA internship program was an enriching experience for Flux that resulted in more than just new motivated team members. Those interns who were not chosen for full-time positions, all received certificates of completion. Moreover, the company’s HR also organized a specific session dedicated to how candidates should best present themselves at their next job interview. Both mentors and the program organizer still keep in touch with past interns, providing guidance and consultation in relation to tasks they’re currently working on — no matter where.
Finally, job offers were made to 3 interns for full-time positions at Flux all of whom have accepted and have since become a valuable part of our growing team. In a nutshell, would we do it again? Absolutely, and if you’re looking to enrich your company we highly recommend the internship experience.
