Information on the Organization of Internships for Companies

Encourage initiative
Make it clear in your internship advertisement that you value students contributing their own (project) ideas to the internship phase. This will encourage students to think about what could be an interesting transfer content [1] when preparing their application. If you specifically ask for their own (project) ideas in the interview and make it clear that you are offering the opportunity to work on small transfer projects of their own choice as part of the internship, you will encourage students to take up this option.

Make transfer binding and accompany it (or have it accompanied)
If transfer content can be determined before the start of the internship, this can be recorded in an internship contract or in an informal written agreement between the intern and the person supervising him/her in your company in order to create mutual commitment with regard to the tasks during the internship. It may also be useful to involve professors/lecturers during the preliminary discussion of transfer. Contact can be established via the students.

[1] Transfer has been defined in the project "Making better use of the potential of student internships - a nationwide desideratum in higher education" (2018-2020, funded by Stiftung Mercator, carried out by the Career Services of the Universities of Düsseldorf, Hanover and Münster) as the application of specialist knowledge acquired during studies. This guide is based on the materials created as part of this project.

Central contact person
Make it easier for students to start their internship by assigning them a central contact person who will help them get to know the company and who is available to answer any questions or concerns they may have.

Familiarization phase
At the beginning of the internship at the latest, you should discuss with the intern which tasks he/she should take on during the internship and what (time) frame is available for the transfer project. Smooth processes and a learning effect for the intern are essentially made possible by clear tasks, instructions and joint reflections.

Feedback
Regular short feedback meetings enable a joint overview of progress already made as well as any necessary countermeasures should problems arise. Towards the end of the internship, a longer joint reflection on various aspects of the internship (implementation of the transfer and its added value for your company, integration/support of the intern in the company, cooperation, etc.) is recommended. Professors/lecturers involved can also be included in this discussion.

Qualified certificate
At the end of the internship, issue a qualified certificate to your interns in which the supervisor also includes the implementation of the transfer project and its added value for the company: Students experience appreciation for the work they have done and can prove that they have acquired transfer skills.

Keep track of transfer internships
Small internship reports/statements by interns in company brochures or on your website allow you to advertise to future interns and make it easier for them to gain an insight into the design of your internships. Ideally, there should be a handover between outgoing and new interns. Keep in touch with committed interns and include them in your talent pool, for example.