Those who thought internships were just for college kids, think again.

Staci Bates was a successful member in the Communications Resources office, but last quarter decided to leave her post as a business team assistant to take advantage of a new UC Davis Human Resources internship. She has been working for Employment and Outreach Services since January, learning first-hand about recruitment and hiring procedures, affirmative action and equal employment practices and temporary employment policies.

In its first year, the recruitment/outreach internship offers a staff member a chance to see the inner workings of a different department. It is hoped the pilot program will serve as a cross-training model for the campus.

"I've had an opportunity to participate in some areas that I didn't even know existed," Bates said.

"It gives the intern an idea if the field is something they want to do," noted Employment and Outreach Services Manager Ellie Sandoval, who helped design the internship and supervises Bates. "The internship is an opportunity to expand horizons and see where your skills are aligned."

Employees who are not seeking a career change also profit from the opportunity, Sandoval and Bates said.

Bates, for instance, will leave Human Resources in July with new insight and knowledge she can bring back to her own department. "That's the major benefit of this internship," Bates said. "The skill sets I learn here can be applied in any work setting."

In addition to updating an interviewing guidelines handbook, Bates also has spent time recruiting at career fairs and developing applicant workshops for people who want to work at UC Davis. They are projects designed to develop communications and research skills, critical thinking and political acumen.

Bates also hopes to be an "ambassador," she said, to her co-workers when she returns, teaching them about the university's hiring practices and application processes.

Human Resources created the position with one-time funding from the Office of Administration. The department hoped both parties would benefit.

"We were looking at alternative ways to address staffing shortages, and at the same time teach someone else about human resources and employment practices," Sandoval said.

Bates was selected for the position from 19 applicants. She decided to apply after hearing a general campus announcement about the internship.

"The recruitment process was very competitive, said Sandoval. "We wanted to make sure we got a good fit — an individual that's motivated."

Bates has no lack of motivation, or, as Sandoval calls it, "a fresh perspective." But both sides need to participate to make such an internship successful, she said.

"It's a two-way street. I want someone giving me creativity, enthusiasm, thinking outside the box, but the department needs to be committed in terms of the training provided."

Sandoval said she thinks the Human Resources internship can set an example for other departments. She foresees other campus units offering similar positions in an attempt to broaden staff members' horizons. She also said such internships could be good ways to reward employees during lean fiscal times.

"When the money's not available, we need to look at alternative ways to motivate staff," she said. "I can't give you more money, but I can give you the opportunity to learn more and see what else is out there."

At present though, Bates is focused on using what she learns at Human Resources to benefit her home department. And Sandoval is rooting for her.

"Hopefully, she'll go back a different person with added skill sets and a deeper understanding of who she is and what her goals are."