Growth in virtual internships is being fuelled by improved technology and the proliferation of social media.
So says the unified communication solutions provider, Interactive Intelligence.
“Virtual internships provide the opportunity for interns to work from anywhere at any time. With the opening up of Africa in terms of connectivity, enterprises will be able to offer virtual internships more widely as a means of facilitating this skills transfer, and as a way of bridging both geographic and economic gaps existing in the country.”
“There is a drive among enterprises in SA to invest in the development of youth. Companies are increasingly making themselves available to mentor emerging skills,” it says.
This has seen a growing number of internships becoming available, particularly in those areas such as engineering and technology, where skills are scarce, the company points out.
Careful planning
However, a virtual internship programme is not something that can just be thrown together, cautions Debbie Linville, corporate recruiter at Interactive Intelligence. She says it requires planning and discipline. “But once the formula is right, it can be extremely rewarding,” she adds.
According to Linville, in order for an organisation to establish a successful virtual internship it should consider certain factors.
She says the most important is choosing the right personalities. “Consideration needs to be given to both prospective candidates and to the management that will be responsible,” she adds. The right virtual candidate is typically a self-starter, able to work diligently and independently, Linville points out.
The perfect candidate still needs to be managed correctly, notes Linville, so the management responsible is equally important. “They need to be able to identify and delineate appropriate tasks to be delegated that will suit the candidate's skills and still allow them to add value.”
Managers also need to be available from a leadership perspective for guidance, feedback and mentoring - all integral parts of any internship programme, she says.
Linville recommends hosting a virtual intern in the workplace prior to deploying them remotely.
“By having the candidate on site, you can identify first-hand if they have the makings of a virtual candidate. You will also have the opportunity to properly induct the individual into your corporate culture, and help them gain better insight into how your business operates,” she explains.
“In this way, when they are working outside of this environment, they will have the correct point of reference.”
Linville maintains communication is fundamental to the entire programme. “Managers need to be able to clearly define and communicate their expectations and candidates need to be fluent enough to provide feedback on their work and articulate any problems or concerns,” she adds.
Two-way benefits
Besides the obvious financial benefits of virtual internships, companies gain access to sustainable quality skills that - if used creatively - can add real value to their business plus relieve pressures on permanent staff, says Linville.
“They also get to preview the upcoming talent that is moving through the ranks.” She says by the time they are ready to enter the workforce, a virtual intern is an immediate asset to the business and starts contributing immediately - ramp-up time is nearly negated.
Interns themselves benefit enormously, adds Linville, as working remotely means they are not bound to specific set hours. This enables them to work in and around their course schedules, free time and even part-time employment, she adds.
“It can also remove geographical constraints, allowing learners located outside of major metropolitan areas equal opportunity for exposure in the field of their choice.”
The other benefit is that candidates are encouraged to work independently to complete these assignments, notes Linville. She says becoming self-reliant and making a positive contribution to the companies they are working for are great confidence builders for interns. These kinds of life skills cannot be taught in any institution, she points out.
Linville's parting advice for organisations that remain hesitant about introducing virtual internships is that they should not rule anything out. “Be brave, and you will be surprised by the level of work done by students who work remotely.”
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