four steps to a world-class internship program
DESCRIPTION
Want to ensure your business is getting the MOST from your internship program? OR are you trying to get a program off the ground but not sure where to start? You’ve come to the right place. In this jam-packed, 1-hour webinar Emily Bennington, coauthor of Effective Immediately: How to Fit In, Stand Out, and Move Up at Your First Real Job, will dive in to the specifics of what makes internships successful and what you must do to produce a bottom-line return for your organization.You’ll learn best practices from the biggest names in business, including measurable ways to: * Structure your program * Find your future rock stars * Onboard effectively * Keep interns engaged * Evaluate your success If you are relying on internships to recruit new grads (or plan to in the future), this webinar is a must-attend!TRANSCRIPT
Four Steps to a World-Class Internship ProgramFour Steps to a World-Class Internship Program
Presented By:
Emily Bennington
Signature Advice From Companies That Are Getting it RightSignature Advice From Companies That Are Getting it Right
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Why do we need interns
anyway?
The Breakeven Point
Source: Michael Watkins, The First 90 Days
Companies need people who can hit the ground running from day one.
The BUSINESS CASE for Internships
1. Constant pipeline of new talent.
2. Audition new staff without too many strings attached.
3. Former interns “break even” faster.
World-Class Internship Tip #1:
Be a Freak About Structure
World-Class Internship Tip #1:
Be a Freak About Structure
When it comes to focus…
…some companies really get it. …some companies sort of get it.
..and some companies DON’T get it!
The difference is in the planning.
Create Success Metrics
These could include:
- # of FTEs (Conversion rate)
- # of interns needed and admission requirements (e.g. minimum GPA, extracurricular activities, etc.)
- # of projects completed / learning objectives
- # of Campus Ambassadors
- # of articles written (PR coverage)
- # of community service initiatives
- # of potential hires in the pipeline (e.g. creating the “bench”)
“You have to keep going back to those original metrics. Otherwise, how will you know if your program is succeeding?”
John FlatoPresident, Campus Strategic Partners
“Aim small. Miss small.”
Give Them REAL Work
“In the past, I think businesses were less strategic about their interns. But for us it’s never been about bringing a bunch of college kids in to make copies and coffee. We consider the program an 8-week job interview.”
Rick SlaterManaging Member, Dixon Hughes
Yes, all internships have grunt work,
but…
If your interns are on full-time copy and coffee duty, how can you evaluate their true potential?
Even if you don’t trust interns with clients yet, you
still need to find ways to gauge their ability to think
critically.
- Assign someone in your office the role of “internship manager”
- Build in a few social activities
- Consider a volunteer project
- Introduce them to your clients
- Obtain evaluations from multiple supervisors
- Require a Friday Update
STRUCTURE: Additional Best Practices
World-Class Internship Tip #2
Be Super Smart About Recruiting
World-Class Internship Tip #2
Be Super Smart About Recruiting
No one likes to make a bad hire...
You can trust me, I promise.
…and it’s hard to get an idea of a candidate’s “fit” from a 20-minute interview.
Bad hires are bad for business.
So, How Do You Find Good Hires?
When it comes to recruiting..
You can get with this.
And you can get with that.
I know people who know
people who know people.
We Career Fairs
“Giving students job descriptions has been a very powerful recruiting tool because it allows them to make internship decisions based on the actual work they will be doing.”
Jim McGrath Manager of Global Staffing/University Relations Cisco Systems
Also, bring recruits to your office to interview with additional staff members.
“I’m Teresa.”“I’m Teresa.”
“I’m John.”“I’m John.” “I’m Rich.”“I’m Rich.” “I’m Mike.”“I’m Mike.”“I’m Ellen.”“I’m Ellen.”
Use Current Interns in Your Recruiting
World-Class Internship Tip #3
ONBOARD!
World-Class Internship Tip #3
ONBOARD!
What’s the first thing that comes to mind
when I say
orientation?
“The best and brightest give weight… to the company’s plan for them during their first year on the job and beyond. Even during hard times, these recruits are thinking beyond the first 30 days and focusing instead on what employers can do to address their long-term aspirations.”
Mark A. Stein and Lilith ChristiansenKaiser Associates
You’ve got a lot invested in
recruiting, so don’t stop short
of the goal!
Meet Carly Meet Carly On her first day as an intern at Widgets, Inc., Carly received:
A parking pass
A cup of coffee
An elevator badge
A tour of the office
Free reign of the supply closet
A laptop
A “brain dump” from a host of colleagues on everything from last year’s sales to this year’s holiday party.
A partridge in a pear tree. (Well, not really.)
AFTER THAT, THEY LEFT HER AFTER THAT, THEY LEFT HER ALONE TO FIGURE ALONE TO FIGURE EVERYTHING EVERYTHING
ELSEELSE OUT FOR HERSELF! OUT FOR HERSELF!
Sound familiar? Sound familiar?
So why are we surprised when the US Bureau of Labor
Statistics estimates the average worker will have between 10–15 jobs in a
lifetime?!?!
Train your people, Train your people, people!people!
(Very funny.)
Let’s talk about onboarding.
Onboarding vs. Orientation
Onboarding Orientation
Highest levels of leadership Single department only
Strategic Compliant
Dialogue Monologue
Ongoing One-shot
System of accountability No follow-up
Addresses employee’s career planning needs
Addresses company needs only
Ideas to make onboarding fun Ideas to make onboarding fun Icebreakers
Professionalism 101 training / role play
Q&A with top leadership at your company
Q&A with top clients
Make THEM give a presentation
Find ways for them to “experience” what you do
End with dinner or other social outing. No business allowed!
Onboarding Resources
OnboardingMargin.com Emily Bennington, College to Career Expert
“Only take on interns if you are fully willing to invest the amount of time it takes to welcome, train, assist, mentor, teach, and evaluate them to make the experience valuable, rewarding, and positive.”
Monster College survey participant
World-Class Internship Tip #4
Keep In Touch!
World-Class Internship Tip #4
Keep In Touch!
Surveys / Exit Interviews
Exit Survey Success: Qualcomm
Software giant Qualcomm found that housing was a huge issue for interns since finding short-term residence can be expensive and problematic.
Their Solution?
Pay 100% of intern housing costs!
Eureka!
“From 2007-2008, we had a 41% increase in intern rollovers resulting in 100 new grads that came from our intern program rather than on-campus recruiting. This increased conversion saved the company $550,000 after factoring in the costs of the housing program.”
Adam WardRecruiting Director, Qualcomm
Ideas to Stay EngagedIdeas to Stay Engaged• SEND “Finals Week” care packages
• ASSIGN a key member of your staff to keep in touch
• INVITE recruits to company parties / activities
• MAIL them your newsletters and announcements
• REACH out to them over Facebook, Twitter, and LinkedIn
Stay connected or risk losing key
recruits to other companies!
Key Takeaways
1. Know your BENCHMARKS If you aim at nothing you’ll hit it every time.
1. Know your BENCHMARKS If you aim at nothing you’ll hit it every time.
2. Give interns REAL work to do. “It doesn’t scare me to have interns making coffee. What scares me is when that’s all they do.” – Lauren Berger, Intern Queen
3. Recruit with PURPOSE.
4. GET familiar with ONBOARDING.
5. Keep in TOUCH.
Oh yeah, DO NOT turn
your internship program into a competition!
“We take for granted that students should know how to dress and behave at work. But, like it or not, this is often the experience that will teach them to know better.”
Ross Herosian
SIRUS XM
Final Thoughts….Final Thoughts….
