Internships are often treated as a box to tick in hospitality education: complete a few months of work, collect a reference, and move on. But with talent shortages and rising guest expectations, the industry can no longer afford to treat internships as a formality. When done right, internships can be powerful leadership labs – shaping confident, decision-ready professionals before they even graduate.
The Problem with Passive Internship Models
Too many internships still fail to prepare students for real operations. Research shows the most common complaints are repetitive entry-level tasks, little to no feedback, and no link to academic learning (Hora et al., 2020; Kim & Park, 2012). Students leave placements feeling like temporary labor, not future managers.
This isn’t just a missed educational opportunity – it’s a talent-retention risk. Graduates who spend months completing unstructured tasks often question their career choice. In a competitive labor market, the industry can’t afford to lose motivated young professionals because their first taste of hospitality work was poorly managed.
Why Structured Internships Work
The solution isn’t more internships; it’s better ones. Studies highlight that mentor support, skill variety, and role models are the strongest predictors of how valuable students find their experience (Tews, 2022). Adding structured projects – guest audits, cost-efficiency proposals, or service-flow redesigns – helps students connect classroom theory with operational reality (Eyler, 2009).
When students see their recommendations adopted, their confidence and engagement skyrocket. At SHG Universities, for instance, interns regularly present findings to hotel management, and in Lisbon, one group’s proposal to improve response times was partially implemented. It’s this sense of impact, not just observation, that drives commitment to hospitality careers.
Three Practical Takeaways for Hotels
Treat internships as part of your talent pipeline, not just extra hands. Assign small but meaningful projects, schedule regular feedback sessions, and allow interns to shadow leaders or join management briefings. These steps not only enrich the learning experience – they help hotels spot potential future managers early.
Structured internships are no longer just a benefit for students. For hotels, they are a strategic way to build loyalty and train future leaders before they’re even hired.
Further Reading
- Eyler, Janet. “The Power of Experiential Education.” The American Journal of Education, 2009.
- Hora, Matthew T., et al. “Internships, Integrative Learning and the Degree Qualifications Profile.” The Journal of Career Development, 2020.
- Kim, B. P., & Park, Y. “What Do Hospitality Students Find Important about Internships?” Journal of Hospitality & Tourism Education, 2012.
- Tews, Michael. “Supervisor Support and Internship Value.” Penn State, 2022.
Sofia Furtado
Junior Vice President, SHG Universities
Swiss Hospitality Group Universities
