Are Out-ternships and Long-ternships the Future of Internships?

Clearly, the recent economic meltdown has impacted the employment landscape. Part of this is the shifting nature of internships, and a rethinking of what constitutes an "intern" in the emerging new economy.

Internships can often serve as invaluable training and retraining opportunities. As the economy undergoes a profound shift, these opportunities will become more valued by both job-seekers and employers alike.

Job-seekers are also staying relevant in an economy that is rapidly changing and morphing. Required skill-sets are shifting, and internships allow people to stay ahead of the curve and develop a personal tool-kit that is germane to jobs in the 21st century.

So where do I see internships headed?

(1) Out-ternships: The growing prevalence of “virtual” workers, or employees who telecommute and/or enjoy the benefits of VirFlex (virtual geographies, flexible times) working arrangements, may change our while thinking around the word “intern.” With continued improvements in networking technology, personal mobile technology and virtual meeting tools, we may see more companies offering up “out-ternship” opportunities for people who want to get experience working remotely. Technological advancements (i.e. telepresence) also give workers off-site flexibility by still being connected and engaged.

(2) Long-ternships: An internship that guarantees eventual permanent, paid employment with the company in which they interned. Their value to the company may be increased by the fact that they need little to no training.

(3) Re-evalution of older workers. No longer will internships just be about providing college and university students with on-the-job training or experience. It will come to encompass older workers who seek to remain relevant and active participants in the workforce. Much of today’s focus is on preparing younger workers for the new and/or lucrative careers brought about by technological change. But we forget that older workers – who have years of experience and tremendous value – might also be suited for these positions. In South Korea, for instance,silver job fairs, established to find jobs for people 60 and older, have mushroomed across the country in the past year. Longer life spans and changes in family structure have left many people, entering the later stages of their lives, unprepared for reentry into the workforce. Programs that encourage training and retraining for older workers will have tremendous value and utility.