Mentoring Interns – Six Factors to Success

December 5, 2012, 1:00pm ET

About The Program


While the concept of Mentoring has been embraced, the successful execution of often falls short. And when it comes to building a premier Internship Program, what better place to start.

A recent study by the American Society of Training & Development (ATSD) shows us exactly how powerful the results can be when a solid Mentoring Program is executed properly:

  • Development: More than 60% of college and graduate students listed mentoring as a criterion for selecting an employer after graduation and 76% of Fortune's top 25 companies offer mentoring programs. 
  • Productivity: Managerial productivity increased by 88% when mentoring was involved, versus only a 24% increase with training alone; 71% of Fortune 500 companies use mentoring to assure learning occurs in their organizations. 
  • Retention: 77% percent of companies report that mentoring programs were effective in increasing employee retention; 35% of employees who do not receive regular mentoring look for another job within 12 months.  
  • Promotion: 75% percent of executives point to mentoring as playing a key role in their careers; and 44 percent of CEO's list mentoring programs as one of the three most effective strategies to enhance women's advancement into senior management.

Intern Bridge, the nation's premier college recruiting consulting and research firm, has identified the 6 Key Factors in developing successful mentoring as a part of your internship program. This information was pulled from our National Internship & Co-op Study, a research project of over 27,000 students from over 225 universities throughout the nation.

Don’t miss your chance to benefit about never-before analyzed data and learn how to build a Mentoring Program that will get industry leading results..

All registrants will also receive a digital copy of the Intern Bridge Internship Salary Report - over 100 pages of internship compensation data, an $80 value!



During the past 15 years, Robert Shindell has successfully held a variety of professional leadership roles in higher education. He developed career centers at The University of Toledo’s College of Engineering, Midwestern State University and the Rawls College of Business at Texas Tech University. Robert’s innovative approach to career services led The Rawls College of Business Career Management Center to achieve the ranking of 28th in BusinessWeek’s national ranking of College of Business career centers in 2007. He has presented at various conferences as well as several webinars including "Recruiting Those Who Recruit your Students" and "Analytics in Action: Career Services Assessment".

Robert earned a master’s degree in training and development from Midwestern State University, and a bachelor’s degree in education from the University of Toledo. He is a Ph.D. candidate in Higher Education Administration at Texas Tech University’s College of Education.