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?
What other recruiting program allows your team to have a group of enthusiastic go-getters work on substantive 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.
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 hiring 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:
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.