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Dean's Update, June 14, 2013

Molina Healthcare-CSULB Internship Program Going Strong

The Molina Healthcare Internship Program Summer 2013 Cohort selection process is finally complete. Eleven internship positions were filled with students from four colleges, CBA - 4, CHHS - 4, COA - 1 and COE - 2. Additionally, at Howard Fletcher’s request, Molina created one additional position for a CHHS student he assessed to be outstanding.

A total of 152 applications for eleven internship positions were received from students enrolled in four colleges. This is on average 14 applications for each position which is consistent with prior experience.

As in the past, the large majority of applications came from students in the College of Business Administration and the CHHS Healthcare Administration Department. This makes sense given the nature of the business. However, unlike previous cohorts 50% of the positions were IT related. This attracted 10 applications from COE. The communications and web design positions attracted applications from the four other colleges.

The largest numbers of applicants by area of study were from Healthcare Administration at 46%, followed by HR at 13%, Finance at 9%, Information Systems at 8%, Accounting at 7% and Management and International Business at 6% each.

The majority of GPAs were between 3.0 and 3.75 with the largest percentage being between 3.0 and 3.25. The majority of applicants with GPA below 3.0 were graduate students. We limit undergraduate applications to students with 3.0 GPA or better.

The process for soliciting applications, screening applicants, and selecting the student interns followed the same procedures established for the previous cohorts, except that Howard Fletcher asked that the Molina IT managers interview and select the candidates for IT positions. The Molina Marketing Department Manager made the final selection for the Medicare Marketing position, choosing from four candidates referred to her. In total, 28 students were interviewed, 11 by Howard. He also selected the other 17 candidates referred to Molina for interview based upon the information each provided in their application.

GPA was an important screening consideration though not the overriding one. So too was the essay each applicant submitted about why he or she would be a good fit with Molina. In reviewing these essays key considerations were given to:

  • Ability to communicate effectively in writing
  • Interest in healthcare as a career (as opposed to just someplace to develop workplace experience)
  • Familiarity with the Molina organization
  • Transferrable skills appropriate to the position
  • References to people skills and being a good team player
  • References to work ethic
  • References to “What’s in it for Molina” as opposed to just “What’s in it for me”

The recruiting and placement of the Summer Cohort was different from previous cohorts in that 50% of the internships were IT related and the interviewing of those applicants had to be done by Molina managers. Still, we got it done and Molina has expressed satisfaction with the results. Overall, Molina continues to support this program and is delighted with the overall quality of students we have sent their way.

Of the seventeen interns in the prior three cohorts, seven have been hired, five have continued in their internships past the end date, four quit, two of whom took full time jobs at other companies, and one was not offered a position. That is a 71% success rate, a rate I’m sure most other intern employers would be delighted to have.