What We Look for When Hiring Interns (And Why GPA Isn't at the Top of the List)
We started an internship program at American Abstract because summer presents a challenge. Just about every member of our team except one has grade school-aged kids, which means vacation schedules overlap. We needed someone who could fill in while people were out of the office for those 10 days here and there.
But as we developed the program, we realized we had an opportunity to do something more valuable than just covering summer vacations. We could teach someone state and federal abstracting in a way that would make them more knowledgeable than anyone else in their company when they graduate and start their career.
This year, we had a third-year student from Texas Tech's energy commerce program spend the summer with us. When he left, he had more knowledge about state and federal oil and gas lease case files in New Mexico than most people who've been in the industry for years.
That's the opportunity we created. But getting there required figuring out who would actually succeed in this kind of role.
Why We Look Beyond the Resume
We reviewed about 13 resumes for this year's position. We pay some attention to grades, but we're not going to select somebody just because they have a 4.0 grade average.
The reality is that academic performance tells you someone can succeed in a classroom environment, but it doesn't tell you much about how they'll perform when they're dealing with real-world problems that don't have clear solutions in a textbook.
We had the other two members of our management team review the same resumes independently. We each identified our top candidates, then got together to compare notes. The student we ended up selecting was the only candidate who was on all three ballots.
The Ranch Factor
One of the things that interested us about our intern didn't actually have anything to do with the land business at all. What interested us was that his family has a ranch.
When you work on a ranch, you have to know how to figure things out. You can't be constantly told what to do. You're dealing with equipment that breaks, animals that don't cooperate, and weather that changes your plans. You develop problem-solving skills that translate directly to professional environments.
That hands-on experience mattered more to us than a perfect academic record.
That hands-on experience mattered more to us than a perfect academic record. We were looking for someone who'd learned to work through challenges independently, whether that's on a ranch, in a family business, or through other real-world responsibilities.
What LinkedIn Reveals
Beyond the resume, we pulled up the LinkedIn profiles of our top candidates. There was information there about things they participated in and more about themselves that affected our decision-making.
LinkedIn shows you how someone presents themselves professionally, what activities they're involved in, and whether they're building a professional network. If a candidate doesn't have a profile image, hasn't listed where they go to school, or has minimal information, that tells you something about how they approach professional development.
For students trying to stand out, your LinkedIn profile matters. It doesn't have to be elaborate, but it should show you're serious about building a professional presence in the industry.
For students trying to stand out, your LinkedIn profile matters. It doesn't have to be elaborate, but it should show you're serious about building a professional presence in the industry.
What We're Actually Looking For
When we evaluate internship candidates, here's what matters most:
Problem-Solving Independence
Can this person figure things out when the answer isn't obvious? We need people who can work through challenges without constant direction, because that's what the job requires.
Hands-On Experience
Any kind of work experience, even outside our industry, demonstrates work ethic and adaptability. The student who worked construction summers while studying often adapts faster than someone with no work history.
Career Clarity
Can they articulate why they want this internship and how it fits their career goals? Students who have thought through where they're headed show higher engagement throughout the program.
Industry Interest
Are they genuinely curious about what we do and how the business works? Students who ask thoughtful questions about operations develop into valuable team members much faster.
The Selection Process That Worked
Here's exactly how we approached selection this year:
- Independent Review: Three of us reviewed all 13 resumes separately, without discussing candidates
- Candidate Shortlisting: Each of us identified our top choices based on our own criteria
- Comparison Meeting: We came together to compare notes and see where our evaluations aligned
- Unanimous Selection: The candidate who appeared on all three lists became our top choice
This process eliminated bias and ensured we weren't all just following one person's opinion. It forced each of us to articulate what we valued and why.
What the Summer Actually Involved
We didn't create a summer vacation in Santa Fe. This was real work that contributed to our operations.
Our intern started by learning to produce runsheets. Within his first week, he was already creating deliverables we could use.
By the end of the summer, he had produced both state and federal runsheets and abstracts. He learned the pitfalls at the BLM, how to research documents, where to get what he needed, and how to image files properly.
That wasn't theoretical knowledge. It was practical expertise that takes most people years to develop.
Why This Matters for the Industry
There's a shortage of internship opportunities on the land side of the energy business. Most internships get absorbed by Oklahoma and Texas programs, leaving qualified students from other schools struggling to find positions.
We went to Texas Tech specifically because we knew those 13 candidates we reviewed wouldn't all get internships. By creating this opportunity, we're not just helping our business—we're contributing to developing the next generation of land professionals.
When our intern graduates and enters the workforce, he'll bring knowledge and capabilities that will benefit whatever company hires him. That raises the overall competency level in the industry, which ultimately benefits everyone.
When our intern graduates and enters the workforce, he'll bring knowledge and capabilities that will benefit whatever company hires him. That raises the overall competency level in the industry, which ultimately benefits everyone.
What Students Should Know
If you're a student looking for internships in land services, here's what will help you stand out:
Demonstrate Real-World Experience
Any work history matters. Show that you understand professional environments and can contribute from day one.
Articulate Your Career Goals
Explain specifically why you want this internship and how it fits your plans. Generic interest isn't compelling.
Build Your Professional Presence
Maintain a complete LinkedIn profile with relevant information about your education, activities, and interests.
Show Problem-Solving Ability
Highlight experiences where you had to figure things out independently, whether in work, school projects, or personal responsibilities.
Be Honest About What You Bring
Don't try to be the perfect candidate. Be the candidate who can clearly explain their strengths and how they've developed them.
The Long-Term Value
We created this internship to solve an immediate staffing challenge during summer vacations, but we discovered that it provides value far beyond just filling gaps in our schedule.
The process of training someone forces us to document and systematize our knowledge. Teaching requires clarity about processes we might otherwise take for granted. That benefits our entire organization.
And when our intern moves into the industry, he becomes part of a network of professionals who understand proper procedures and quality standards. That's how industries improve over time—through systematic knowledge transfer to new generations.
We're not claiming to have built the perfect internship program. We're just sharing what we learned from our first serious attempt at it. For other companies considering similar programs, the key insight is this: look beyond the resume, involve multiple people in selection, and focus on building real capabilities rather than checking boxes.
The students who succeed aren't always the ones with perfect grades. They're the ones who know how to work hard, figure things out, and contribute meaningfully to the team.