Student Internship Opportunities

This morning, I’ve been looking into the latest updates from TalentCorp, and there are some great changes to internship support that I think every business leader in Malaysia should know about. Whether you're running a startup or a large corporation, these updates to the LiKES and MySIP programs make it much easier to invest in the next generation. Here’s the breakdown: • Faster Cash Flow: For eligible businesses, there’s now an RM2,000 upfront grant per intern. The best part? Approval has been slashed from 90 days to just 14 working days. • Quality Mentorship: These programs aren't just about financial aid. To qualify, we commit to a minimum allowance (RM500–RM600) and a structured training plan. This ensures interns get a real useful experience, not just "busy work." • Tax Benefits for All: While the upfront grant is a boost for smaller setups, larger firms still leverage the double tax deduction under MySIP to scale their programs. A quick tip for my fellow leaders: The RM2,000 "fast cash" applies to your first 5 interns (with a cap of 10 total per company). Also, there is a national limit of 25,000 placements for the year, so let’s move fast. I believe that when we invest in a student’s early career, we’re building a stronger talent market for all of us. If you’re not aware you can advertise for internship jobs for free on Hiredly, we did this last year to support our youth to get a great start to their careers.

10 Behaviors of Exceptional Interns (Intern Series Post # 1) As I mentioned, with internship season starting soon, I want to share tips, mistakes, learnings, and other observations about how to have a successful internship. I hope this can help some of you starting internships in the coming weeks. So here it is... 10 things exceptional interns do: 1. They don’t treat their work like homework. Great interns don't go off for 2 weeks and come back at the end to check if they did a good job. They check in on their direction early, and make course corrections quickly before going down the wrong path. 2. They are visible. The best interns aren't afraid to post in public slack channels, share their work, or comment on other people’s work. They don't only DM their manager and hide in their corner. Their team and org knows who they are and what they are working on. 3. They find out what the team cares about and celebrate company wins with them (e.g. big deals, customer wins, growth, and everything else). They act like part of the team! 4. They don't just find problems, they solve problems. Great interns know that their manager doesn't need a deck or doc highlighting areas of improvement, they need those areas actually improved. If there's a problem, they try to solve it. They have a bias toward action. 5. They are aggressive about getting time with people. They learn what other team members do, see how they can help, and build lasting relationships (that they nurture over time). 6. They participate in meetings. They listen, learn, and add ideas where necessary. They don't over-speak, but they do more than sit in silence. 7. They get feedback on their working style early and often. Great interns recognize internships as unique opportunities to learn what they can do better early in their career. 8. They figure out what their manager’s top priority is and see how their work connects to that work and the primary metrics their manager/the company cares about. 9. If they want a return offer (and it's a possibility) they are upfront about that. They check in regularly to ensure they are on track. 10. They make things happen. Even if their scope is small, they work to get a few wins under their belt, leaving no doubt that their time on the the team was worth it. What else do you see exceptional interns do? #interns #internshiprecruiting #internships

𝗥𝗲𝘁𝗵𝗶𝗻𝗸𝗶𝗻𝗴 𝗜𝗻𝘁𝗲𝗿𝗻𝘀𝗵𝗶𝗽𝘀: 𝗙𝗿𝗼𝗺 𝗦𝗵𝗼𝗿𝘁-𝗧𝗲𝗿𝗺 𝗦𝘂𝗽𝗽𝗼𝗿𝘁 𝘁𝗼 𝗟𝗼𝗻𝗴-𝗧𝗲𝗿𝗺 𝗦𝘁𝗿𝗮𝘁𝗲𝗴𝘆 Internship programmes are often treated as a seasonal exercise... something to fill the immediate gaps or to offer students a brief exposure to work. The most effective organisations see internships very differently. They treat them as a strategic investment in future talent. When designed well, internships are not about observation. Instead, they are about contribution. Interns should not be on the sidelines. They should be solving real problems, working alongside teams, and seeing how their work connects to business outcomes. That shift requires intentional design: 𝗖𝗹𝗮𝗿𝗶𝘁𝘆 𝗼𝗳 𝗣𝘂𝗿𝗽𝗼𝘀𝗲 A strong programme starts with clear learning outcomes and defined success measures for both the intern and the organisation. 𝗥𝗲𝗮𝗹 𝗪𝗼𝗿𝗸, 𝗥𝗲𝗮𝗹 𝗜𝗺𝗽𝗮𝗰𝘁 Meaningful work builds capability and confidence. It also gives organisations an authentic way to assess potential, far beyond interviews or assessments. 𝗜𝗻𝘁𝗲𝗴𝗿𝗮𝘁𝗶𝗼𝗻, 𝗡𝗼𝘁 𝗜𝘀𝗼𝗹𝗮𝘁𝗶𝗼𝗻 Interns thrive when they are embedded into teams, exposed to leaders, and given visibility across the organisation. They should not be treated as temporary add-ons. 𝗔 𝗣𝗶𝗽𝗲𝗹𝗶𝗻𝗲, 𝗡𝗼𝘁 𝗮 𝗣𝗿𝗼𝗴𝗿𝗮𝗺𝗺𝗲 The best internship experiences don’t end when the placement does. They become a critical feeder into the organisation’s long-term talent strategy—reducing time to hire, improving retention, and strengthening employer brand. In a world where talent is increasingly scarce and expectations are evolving, internships are no longer a “𝘯𝘪𝘤𝘦 𝘵𝘰 𝘩𝘢𝘷𝘦”. They are one of the most powerful levers we have to shape the workforce of tomorrow, starting today. #DrJaclynLee #TalentStrategy #InternshipProgramme #EarlyCareers #TalentPipeline #NextGenTalent

To all the interns out there: this one’s for you. Internships are more than a line on your résumé—they’re an early chapter in your professional story. And how you write that chapter can shape the trajectory of your career in ways you might not expect. As you begin your internship experience, please remember that the purpose of an internship is to help you get professional experience and also help shape your thoughts about your early career priorities.   Whether you walk away from your internship thinking "I love this and want more of it,” or "this field may not be for me," that’s a win. The purpose of an internship is to gain real-world experience, explore your interests, and begin shaping your early career direction. Learning what you don't want to do can be just as valuable as discovering your passion. And here’s something every intern should know: 👉 An internship is also an audition. How you show up—your attitude, your work ethic, your curiosity—can position you for your first full-time job. When you stand out as an intern, people remember. You’re not just doing tasks; you’re building trust, demonstrating potential, and creating future opportunities Here’s my best advice for making the most of your intern experience: 🔹 Be curious. Ask questions—not just about your assignments, but about how the organization works, how leaders make decisions, and how people collaborate. Curiosity shows engagement, and it helps you connect dots others might miss. 🔹 Show up like you belong. Because you do. Don’t wait for permission to contribute. Speak up in meetings, offer to help on projects, and bring your fresh perspective to the table. Confidence grows through action. 🔹 Build relationships. The people around you are part of your learning experience. Find mentors, ask for coffee chats, and get to know the team beyond their titles. Relationships often matter more than résumés in the long run. 🔹 Treat every task like it matters. Whether you’re sitting in on a brainstorm or proofing a deck, your approach to the work speaks volumes. Excellence in the little things builds trust for bigger opportunities. 🔹 Reflect and reset. Take time each week to jot down what you’ve learned and where you want to grow. Internships are about learning—knowing what’s working (and what’s not) is how you evolve. An internship is a two-way street. Yes, you’re there to learn—but you also have value to offer. Be bold, be curious, and be open. You’re building more than experience—you’re building your professional identity. You've got this. 💼✨ #InternshipAdvice #CareerGrowth #LeadershipDevelopment #ReputationMatters #Mentorship 

If you’re starting an internship or your first job, remember this: companies rarely hire based on performance alone. They hire based on trust. And trust isn’t built through your code, your models, or your slides, it’s built through consistency, communication, and initiative. Here’s what I tell every student I mentor: → 1. Don’t just complete tasks. Add clarity. When you get assigned work, go one step further. Summarize what you understood, ask smart questions, and confirm expectations in writing. You’ll stand out immediately and not for what you do, but for how you think. → 2. Become the person who makes things easier. If your manager doesn’t have to chase you for updates or double-check your work, you’ve already earned their trust. Reliability is invisible, but it’s one of the strongest currencies you can build early in your career. → 3. Show curiosity. Ask about the business context behind your work. Understand how your tasks connect to larger goals. The interns who get offers are the ones who make others think, “They already act like they work here.” → 4. Write things down. Document your learnings, your results, and your impact. That notebook or Notion page will be your best friend when you need to make your case for a return offer. If you play this right, your internship will be the foundation of your professional reputation. And that’s how people remember your name long after the internship ends.

The reality of internships that nobody talks about If you started your career through an internship, chances are it was either a stepping stone or a wake-up call. Internships can shape how you see yourself in the workplace, what you expect from employers, and how you navigate your career long-term. Here are some real truths that aren’t always shared openly: 1. Varying stipend structures Each organisation has its own approach to intern compensation. Some offer competitive stipends with added benefits, while others provide more basic packages. These differences often reflect company budgets, policies, and how internships are structured within the business. 2. Limited access to mentorship Not all interns get access to mentors or managers who actively support their growth. Some are left to “figure it out” on their own, while others thrive under guided leadership. The difference can make or break your experience and your confidence. 3. Clarity of responsibilities Internship roles vary widely. In some cases, responsibilities and expectations are clearly defined, while in others, interns may be exposed to a broader range of tasks. Having clarity helps interns understand their contributions and how their work fits into the bigger picture but flexibility can also open doors to unexpected learning opportunities. 4. Balancing exposure and contribution Some internships offer great exposure. You sit in meetings, listen, and observe. Others allow you to contribute meaningfully to real projects. The best internships find a balance between both, others unfortunately may lean too far in one direction. 5. Future uncertainty One of the toughest parts is not knowing if the internship will lead to a full-time role. Even when you give it your all, conversion isn’t guaranteed. This can make it difficult to plan ahead or stay motivated, especially toward the end. Internships are not one-size-fits-all. If you’re in one, or reflecting on one, know that your experience good or bad is valid. What matters most is how you use that experience to shape your career moving forward.

I was recently asked about accounting firm expectations of interns. With busy season about to start, a lot of students are eagerly awaiting their first internship and looking to make a good impression. Here are the top 5 thing I look for: 1. Accuracy over speed. Speed will likely show up whether you're correct or not. No one will mind you're slow while you're learning - so long as your work product is high quality. Conversely, no one will care how quick you are if what you turn in for review is repeatedly kicked back to you or fixed by others for the same issues. 2. Be engaged. Show up to work on time, pay attention, take notes, refer back to those notes before asking questions and before turning in work for review. We don't expect you to have much technical knowledge. What we DO expect is that you're open to learning. I recommend taking notes with pen/pencil and a paper notebook. You CAN take notes on a tablet or phone - I certainly do - but you can also text, play games, etc. on these. Pencil and paper you carry around with you or have at your desk for video meetings is a SURE indicator to others that you are ENGAGED. 3. If you run out of work before your work day ends, ask for more. Next level - ANTICIPATE you'll run out of work and ask for more work BEFORE you are completely out. You won't be able to anticipate Day 1, but you likely will before your internship is over. Next NEXT level - find work yourself. E.g., if you've gotten good at rolling forward corporate tax return workpapers and are assigned to a new tax return with a new reviewer, ask if you can start rolling forward the workpapers. 4. Show appreciation. From your perspective, a good internship is critical for your career. From your co-workers' perspective, they have "real work" to do that doesn't include "babysitting" the intern. Even colleagues who see value in teaching you still don't have extra hours in their day. Unless someone is truly hostile, if they have given you useful feedback, taught you something, provided you the opportunity to correct your work rather than just fixing it themselves - say THANK YOU. 5. Check prior year/prior period workpapers and deliverables before asking questions. These should show you what "done" looks like. You'll also often find prior year information is an example of what "done" does NOT look like. A GOOD approach is "I have a question. I went through last year's workpapers and audit report and the prior year auditors did XYZ for this issue. I think I will do the same, but it will probably take me the entire day if I do. Before I start, does this approach sound right to you?" A BAD approach is "Well, that's how they did it last year." If I see all or even some of the above, my next thought is do we offer this person a full-time position. Happy New Year and best of luck to all the 2025 interns!

My younger daughter just wrapped up an internship at a large US investment bank. She was lucky. Her manager mentored her, taught real-world skills, and trusted her with real responsibility while giving her the support to succeed. It reminded me of the mentors who shaped my own career, and of the people I’ve had the privilege to mentor. Great mentorship isn’t coffee chats. It’s a working relationship with outcomes. What great mentors do • Set the bar, then lift it. Share clear expectations and the “why,” then add a stretch assignment with guardrails. • Teach judgment, not just tasks. Narrate trade-offs, risks, and how you decided. Let them see you think. • Give visibility. Put them in the room, give them a speaking role, share credit in public, and coach in private. • Offer specific feedback. Point to the behavior, the effect, and the fix. Make it timely and kind. • Sponsor, not only advise. Open a door, make a call, attach your name to an opportunity. That signal compounds. • Build safety and ownership. Create space to ask “naive” questions, and insist on owning the deliverable end to end. What successful mentees do • Show up prepared. Bring a one-page update with goals, progress, blockers, and a draft to review. • Ask for feedback on real work. “Which two changes would most improve this note?” beats “Any advice?” • Take the stretch. Say yes to hard things, then clarify scope, resources, and deadlines. • Close the loop. Send a crisp follow-up with what you heard, what you’ll do, and by when. Then do it. • Build a learning log. Capture decisions made, what worked, what you’d change next time. Share it. • Pay it forward. Teach someone else the thing you just learned. Teaching locks in mastery. A simple frame I like, for both sides REAL mentorship: Responsibility, Exposure, Accountability, Learning. Give and take real responsibility. Create exposure to rooms and decisions. Hold each other accountable for commitments. Turn every project into a learning cycle. Rituals that work • A standing 45-minute 1:1 each month, plus ad hoc check-ins when decisions are live. • Shadow, then lead. Observe once, co-pilot once, then fly solo with a safety net. • Post-mortems without blame. Three questions, what surprised us, where were we lucky, what will we change next time. To Shreya ‘s manager, thank you for modeling the craft. To my mentors, I’m still drawing on your lessons. And to everyone who mentors or seeks one, what practice on your side makes the biggest difference?

It’s officially summer intern season. My first were at Google and Goldman Sachs. Here are 10 things I wish I had known before day one: 1. Build real relationships. Your intern class might become your future coworkers, clients, or investors. Stay in touch. 2. Ask good questions. Curiosity shows you're engaged. Keep a running list and ask in batches so you're using your team’s time well. 3. Understand how you’re being evaluated. Ask your manager what matters most. Then focus your energy there. 4. Look for ways to add leverage. Don't just complete tasks. Find patterns and package your work in ways that save your team time. 5. Nail the details. Spelling, formatting, consistency, filenames. It all signals care and credibility. 6. Finish the last 10 percent. Before sharing anything, ask yourself what the output means. Add insight, suggest next steps, or connect it back to the broader context. 7. Learn something every day. Write down one thing you didn’t know each morning and one thing you learned by the end of the day. 8. Network across the firm. Reach out to people you’re curious about. Interns who take initiative tend to be remembered. 9. Stay professional. In meetings, over email, and especially at happy hour. 10. Get the offer. Even if you’re unsure this is your path, future employers will ask if you got it. It's your first signal to the market. Internships can shape careers. Show up prepared, pay attention, and take it seriously. But enjoy it too. It’s just work. What would you add to this list?

I’ve spent 20+ years building CTE and business programs that grew an average of 30% year-over-year… and here’s the truth: Kids aren’t bored because they lack motivation. They’re bored because school doesn’t let them matter. When I started treating high school programs more like MBA programs — bringing in businesses, real challenges, and authentic feedback — everything changed. Classes filled. Students showed up hungry. They failed forward. They became fearless. Communities thrived. And here’s the part everyone in education needs to pay attention to: This is exactly why internship programs are exploding right now. Students want relevance, contribution, and real experience — not worksheets. The Naperville District 203 Career Internship Program is one of the fastest-growing examples of this shift. Students are lining up because they can finally do work that means something. Here’s what I’ve learned building programs like this: 1️⃣ Students crave relevance. 2️⃣ Real-world work beats textbooks by a mile. 3️⃣ Put students into the deep end on day one. 4️⃣ Failure is feedback, not a penalty. 5️⃣ Community partners are rocket fuel. 6️⃣ Parents become your biggest advocates. 7️⃣ Teachers thrive when they coach, not deliver content. 8️⃣ Programs grow when they matter to kids. 9️⃣ Students want to contribute now. 🔟 Learning escapes the classroom or it dies there. If you want programs to grow, give students meaningful work. If you want communities to thrive, open your doors to young talent. Internships aren’t an “add-on” anymore — they’re the heartbeat. Let’s build what’s next. —Peter https://lnkd.in/gprF5ext