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This article provides an example of how an internship program might reduce an ‘expectation gap’ and ‘perception gap’ of internship stakeholders. Prior literature suggests that recognizing different perceived skillset levels (expectation/perception gap) is a step toward increasing the effectiveness of an internship. Extending prior literature, this article presents two tools of a “Pre-Internship, Understanding Stakeholder Goals” document and an example of one University’s structured process to reduce expectation gaps and therefore, increase internship value. Although relevant to all types of internships, the focus of this article is stakeholders new to the internship process, specifically employers, students, and universities in the area of internal audit and systems auditing. Through a structured process that encourages ubiquitous understanding of goals, matching of skillset requirements, and developmental objectives, it may possible to increase the perceived value of the internship experience for all stakeholders.
Sarah Bee, Seattle University
Brad Schafer, Kennesaw State University
Zachariah Trahan, Seattle University