Some companies like Google, Microsoft and even NASA have a waiting list a mile long to get into their intern programs. Let’s just say, they aren’t lacking when it comes to having a feeder program for top emerging talent. Their programs are fiercely competitive, highly sought after and above all are designed to benefit both the student and the organization.
How do they do it? Well, we don’t have any inside moles to give us the whole story, but based on years of working in the talent industry we can 100% let you in on the top ten MUSTS all their programs are probably using.
Let’s be honest – not everyone wants to work at some of the “big buys” or head off to Silicon Valley or Space – there’s room in the Intern Game for everyone! If you want to attract top emerging talent, developing a robust intern program surely isn’t going to hurt you.
Here are the top 10 Musts
- Establish Clear Objectives
First and foremost, determine what you want your intern program to accomplish. Are you looking to fill specific skill gaps, bring fresh perspectives, or develop future leaders? Clear objectives will guide the program’s design and implementation.
- Develop Meaningful Job Descriptions
Create comprehensive and detailed job descriptions that outline the roles, responsibilities, and learning opportunities. Highlight the skills and qualifications required, as well as the potential career paths within the organization. Show them the possibilities!
- Forge Strong University Partnerships
It’s all in who you know – it’s imperative to build relationships with universities and colleges. Local is easier – but not required! Participate in career fairs, engage with campus career centers, and offer guest lectures or workshops. These partnerships can help you tap into a pool of motivated and talented students. Colleges are eager to do this. My experience recruiting on behalf of colleges has taught me that schools want that their students to go on to real jobs with real earnings.
- Implement a Structured Onboarding Process
Welcome and Integrate. Design an onboarding process that introduces interns to the company culture, values, and mission. Include an overview of the organizational structure, key personnel, and a tour of the workplace to help interns feel welcomed and valued on DAY ONE! Don’t stop there – it’s important to not just toss them in the mix and hope for the best. Your job is to MENTOR and TEACH. As I have written in previous blogs, Onboarding is critical for any new hire, entry-level to executive.
- Assign Dedicated Mentors
Speaking of mentors, pair each intern with a mentor who can offer support, answer questions, and provide feedback. Mentors play a crucial role in helping interns navigate their new environment and develop professionally. Your current top talent should always be looking for their replacement – that’s how companies grow.
- Offer Hands-On Training and Real-World Projects
Engage and Empower: Don’t toss interns into the mail room! Involve them in meaningful projects and tasks that allow them to apply their skills and knowledge. Hands-on experience not only enhances their learning but also boosts their confidence and engagement. Plus, you’ll get to see what they to offer!
- Conduct Regular Check-Ins and Feedback Sessions
Schedule regular check-ins to review progress, address challenges, and provide constructive feedback. Continuous feedback helps interns improve and align their efforts with the company’s expectations. Don’t forget to ask them for THEIR feedback, this will help you refine your current intern program.
- Facilitate Cross-Department Exposure
Broaden horizons by allowing interns to experience different departments and functions within the organization. This cross-functional exposure helps them gain a holistic understanding of the company and identify areas of interest for future careers. They may have been brought in for marketing, and you’ve found they are amazing at sales!
- Create a Collaborative and Inclusive Environment
Encourage participation by fostering an inclusive culture where interns feel comfortable sharing their ideas and opinions. Encourage their participation in team meetings, brainstorming sessions, and company events to enhance their sense of belonging and contribution.
- Develop Pathways to Full-Time Employment
Plan for the Future: Identify high-performing interns and discuss potential pathways to full-time roles within the organization. Having a clear plan for transitioning successful interns to permanent positions ensures a seamless integration of top talent into your workforce.
By following these ten steps, your organization can create a vibrant college intern program that not only provides a valuable learning experience for interns but also cultivates a continuous stream of emerging top talent. At KMR Executive Search, we are dedicated to helping middle-market companies and non-profits develop effective talent acquisition strategies. Embrace the potential of interns and watch your organization thrive with a dynamic and innovative workforce.
For more insights on talent acquisition and workforce development, visit www.kmrsearch.com.