A strong internship program can help AEC firms build culture, strengthen recruiting, and turn early-career talent into long-term employees.
Building a strong organizational culture is no longer a secondary initiative – it is a strategic imperative, particularly when it comes to attracting and developing early-career talent. From my perspective as an HR coordinator responsible for overseeing our company’s internship program, I’ve seen firsthand how a thoughtful, structured approach to culture can directly impact recruiting, retention, and long-term talent growth.
Creating a purposeful internship experience
While our organization has hosted summer interns for years, we recognized an opportunity to evolve beyond a traditional, loosely structured experience. Beginning in 2024, we made a deliberate effort to design an internship program that not only engages students during their time with us but also encourages them to return and ultimately consider full-time employment after graduation.
Our initial focus has been on the civil engineering and surveying departments, which consistently host the largest number of interns. One of the key challenges in these fields is the gap between academic preparation and practical technical skills, particularly in computer-aided design (CAD) applications. To address this, members of our team developed a week-long, hands-on CAD project that immerses the interns in real-world work while also getting the chance to collaborate with one another.
This project is built around a completed, real-life assignment and includes a five-step training module that guides interns through essential processes within the software. Beyond technical development, the project emphasizes collaboration, allowing interns to work together and build both competence and confidence. After the program’s first year, we identified the need to continue challenging returning interns, leading to the development of a second-year project designed to further advance their skills.
In addition to technical training, we place a strong emphasis on broadening interns’ understanding of the industry. We offer lunch and learn opportunities that give interns the chance to visit each of our office locations, meet team members throughout the company, and explore past and current projects Giffels Webster has contributed to. These experiences provide valuable context, helping interns connect their daily tasks to larger, real-world outcomes.
The program also includes rotations with our survey and construction inspection departments. By gaining exposure to these areas, interns develop a more comprehensive understanding of the full project lifecycle. This cross-functional insight reinforces the importance of each phase within the civil engineering process and helps interns see how their contributions fit into the bigger picture.
Together, these elements create an experience that goes beyond completing summer assignments. By combining technical training, project exposure, and cross-disciplinary learning, interns gain a clearer understanding of professional practice and the many roles that contribute to successful project delivery.
Creating connection throughout the company
A strong culture is rooted in connection, and we wanted our interns to feel like part of a unified community regardless of office location. With interns spread across three offices, we implemented a combination of scheduled group activities and weekly virtual check-ins to create consistent touchpoints.
While icebreakers can sometimes feel forced, they have proven to be an effective tool in encouraging conversation and breaking down initial barriers. Over time, these interactions help foster genuine relationships, creating a more inclusive and engaging experience. The result is a cohort of interns who feel connected not only to their immediate teams but also to the organization as a whole.
That sense of connection is especially important in a multi-office, multidisciplinary environment, where collaboration across teams and locations plays a meaningful role in building relationships and supporting successful project outcomes.
Growth from feedback
No program is perfect from the start, and we approached the development of our internship program with the understanding that continuous improvement would be essential. Gathering feedback from interns both throughout the summer and at its conclusion has been a critical component of our success.
Creating an environment where interns feel comfortable sharing honest feedback has been a priority. This openness has allowed us to identify what aspects of the program are most impactful, as well as where alterations are needed. By actively listening and implementing changes, we demonstrate that their perspectives are valued, reinforcing a culture of trust and collaboration.
That ongoing feedback loop has helped the program remain responsive and relevant, while also reflecting the importance of open communication in a professional setting. For interns, seeing their input lead to meaningful adjustments reinforces the value of engagement and shared ownership in the overall experience.
Turning interns into long-term talent
The goal of any internship program is to build a pipeline of future talent, and we are proud of the progress we’ve made. We have seen interns return for multiple summers, and we have successfully transitioned several into full-time roles upon graduation. These outcomes are a direct reflection of the culture we’ve worked to cultivate – one that prioritizes development, inclusion, and meaningful work.
Looking ahead, we plan to expand this structured approach to additional departments, including landscape architecture, planning, and GIS. By continuing to receive and implement feedback to the program, we aim to create consistent, high-quality experiences across the organization.
As we expand this structured approach across the organization, the program’s value becomes even broader. It not only supports recruitment, but also strengthens continuity, preserves institutional knowledge, and helps emerging professionals enter the workforce with a clearer understanding of our culture, expectations, and approach to serving clients and communities.
The lasting impact of an intentional internship program
Building a strong internship program takes intention, consistency, and a willingness to evolve. For Giffels Webster, the payoff has been a more connected, prepared, and engaged group of emerging professionals who can see a future within the organization. By investing in meaningful experiences, technical growth, relationships, and feedback, companies can strengthen culture in ways that support recruiting, retention, and long-term talent development. Ultimately, culture becomes not just something interns observe, but something they experience firsthand.
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Emily Boyd is an HR coordinator at Giffels Webster. Connect with her on LinkedIn. |
