From time to time, it’s useful to remind yourself why you do things that can be painful — things like laundry, going to the gym, and paying taxes.
Also: managing a summer intern program.
When was the last time you took a step back to appreciate why you invest time in developing an intern program when you could be focusing on other things?
A Proactive Pipeline Approach
What other recruiting program allows your team to have a group of enthusiastic go-getters work on substantive (if you do things right, anyway) projects as you evaluate their potential as an employee?
This type of “trial run” tactic allows you to judge entry-level candidates in a way that’s more in-depth than traditional screening.
It’s a win-win situation, in a way: potential candidates get to grow with your company, and you have a way to evaluate, select and retain top talent from a pool of candidates already introduced to your pipeline.
Lessons In Interning: Managers Matter, So Always Have A Backup
Keep The Stakes High
Entry-level employees are going to benefit from your internship program no matter what — they’ll have more experience under their belts, and a sweet accolade to pin on their resume as they prepare for new careers.
Sure, it’s great for your company to provide that “immersive learning experience” for junior talent, but if you don’t set your sights on potential hiring, you’re just plain missing out.
By setting the stakes high and having an eye on hiring, you’ll provide the incentive top talent (and their managers) need to really make the most out of the internship experience. Otherwise, things will just devolve into a pseudo vacation for students — and you’ll be left with nothing to gain.
Having full-time employment be the end game for everyone will help your team in two ways:
- If a job offer is at stake, only serious candidates will get through the screening process. This will save your team time from vetting unqualified candidates.
- Interns will understand from the start that they’re being evaluated by your team over the course of the summer. This prevents any surprises if someone does not receive an offer to return post-graduation, and better incentivizes your top performers to show how they can excel.
Intern programs are a productive investment. If you do it right, you can build strong relationships with candidates, evaluate talent effectively, keep the best candidates in your pipeline.