Crafting Great Internship Job Descriptions a�� What Should You Include?


Crafting Great Internship Job Descriptions a�� What Should You Include?

Writing an internship job description isna��t actually all that drastically different from writing a great full time job description. For the most part, many of same guidelines apply.

When crafting job descriptions, ita��s important to remember that this isna��t just a description, ita��s an advertisement; youa��re writing this to encourage internship seekers to apply. Knowing your audience is essential.

You are selling your internship.

Not only are you looking to engage Millennials a�� the type of job, company, or work environment will likely effect your target audience.

This is also a great opportunity to answer some basic questions about the internshipa��including location, what to expect, and what someone can hope to learn during this experience.

This is what I consider when writing internship job descriptions:

Start With Something to Attract Attention

There are millions of job descriptions out there. Start your job description with something thata��s going to make candidates want to read more.

This can be done by starting with a question, using a genuine and on-brand tone, or starting with an exciting opportunity that differentiates this experience from others.

In the body of the description answer internsa�� questions and make sure youa��re honest! Therea��s nothing worse than setting incorrect expectations. Also, think about the questions your applicants would ask. Put yourself in their shoes.

About the Team

What does this team do?

Tell your audience all the great things your team is responsible for. Dona��t expect that college kids understand the Ad Operations and Supply Chain function. Remember that your applicant may not know that your job function or team existed before seeing this description.

That doesna��t mean they might not be a rock star intern. Talk about team size, and all the cool things your group has their hand in.A�Showcase why your team is a great one to join!


Interns want to know what theya��re going to learn, how this role will help them grow their resumes, and if theya��re going to like what theya��re doing every day.

Be as detailed as possible here and avoid fluff.

Talk about the programs this intern will use and avoid using abbreviations. Interns dona��t always know what a CMS or RFP is, so quickly explain the programs you use.


Show zoloft tablets buy, generic dapoxetine. , dona��t tell.

Keep up a fun, on-brand tone, lose the vague descriptions, and let candidates know exactly what youa��re looking for.

Looking for folks whoa��ve handled multiple extracurricular activities simultaneously? Dona��t just say you are looking for someone who can multi-task.

Looking for rising seniors or certain majors? Make sure to put the most important requirements first. Those are the ones applicants remember and consider most.


Be honest: let them know if this is a paid or unpaid internship.

Outline your expected start date, and how many hours per week youa��d like the intern to work. If youa��ve got awesome office perks, dona��t hesitate to include them.

If all of the candidates you interview ask if youa��ll cover re-location, put that in the job description as well.

Often times, at AOL, we include sections in our internship job descriptions that say a�?Youa��ll love this job ifa�? and a�?This job isna��t for you ifa�? with a few bullet points. This helps internship candidates easily identify if this job is for them.

The Application Process

Make sure to include the information you need from the applicant, such as resumes, cover letters, writing samples, and references.

Lastly, if you can, tell candidates when applications are due and when they should expect to hear from the company. Setting expectations from the application process only helps!