I really enjoyed your post, and even though I am currently working as an PR intern, I agreed with many of your points.

I have to admit, however, that I found your point of “Having an intern work on a client account (without authorization) is a no-no” quite humorous. In my several years experience of interning, I know for a fact that agencies were billing my work at the AAE and the AC level, without the client’s permission or knowledge that a lowly intern was doing most of their work. Nor is this limited to the smaller firms. I think you would be surprised at how widespread this practice is, especially among the top ranked PR firms.

Unfortunately, us interns are often some of the unsung heros of the company – picking up the slack, while others take the credit (and money) for our work.

I tried to structure my rebuttal to show Jeremy the other side of the coin. Although I disagree with much of what he said, I do also think that he makes some good points when considering first-time interns. Many of my points apply more toward more experienced interns.

This comment was originally posted on http://beckyjohns.wordpress.com/)“>I’m Working On It

Though I’m waaaay past my only career internship at The Bergen Record copy desk in 19xx (don’t ask, won’t tell), I was ticked off mightily on your gen’s behalf at Jeremy’s ageist, elitist rant.

He sounds so last century . . . as you tactfully, convincingly show. That fresh breeze is a wind that’ll lift your career.

[ And no, I don't write like that in client deliverables. =^..^= ]

Well-done – – take the next two days off.

This comment was originally posted on http://beckyjohns.wordpress.com/)“>I’m Working On It

Jeremy, your point about organizations using a structured program is key. Without trying to sound like an ad, here at Simon Fraser University in Canada, Co-op Education (semester-long paid work experience, with learning objectives, supervision and training) is the way for motivated Communication students to get hands-on experience, build up their networks and graduate with a year or more of industry experience. Our students do not learn PR practices in their courses (degree courses are rich in Communication theory, history and research) but find the experience they get on their co-op work terms through the guidance of their employer, the best way to learn how to write a press release, pitch to the media, launch a campaign, etc.

To do this successfully, we tell our employers hiring co-op students these things:
- Give co-op students/interns a job description (so they know what you expect of them).
- Compensate them (so they are a valued part of the team and show up for work).
- Train them (so they can succeed).
- Supervise them (so you can make sure they add value appropriately and learn from your feedback).
By doing this, you invest in the future of the profession, and quite likely someone who will want to return to your organization at some other point in their career.

To those who posted here about students who have lots to offer, I couldn’t agree more. We know a lot about Gen Y’s motivation to make a difference (and hunger to take on the big stuff)! Yet, the rest of us Gen Xers, Boomers and Veterans all bring our own generational baggage to the table and what we expect. How are we all supposed to work together? How do we balance what our organization needs (a solid pitch to the media) and what we need (a chance to do the work/mentor someone else to learn the work)?

Some answers to this came out of last week’s IABC World Conference in San Francisco, where Anna Whitlow (Deveny) and Leah Reynolds (Deloitte) engaged us in a good session talking about what ALL generations have in common. They said, we need to focus on what we all want:

Balance
Be authentic
Recognized for contributions
Be respected
Be heard
Have interesting work
Feel secure in marketability
Have fun at work
Be drama free
Be compensated fairly

This goes for co-op students/interns/managers/frontline staff/CEOs of all stages and ages, don’t you think? Perhaps I should send a note to Forbes!