5 Steps to Attract Exceptional Interns
5 steps to attract exception interns? That’s it? Well, it’s a start. Green to the work world and eager to learn, a lot of college students and recent grads are looking for great internships to help them fully prepare for the workplace and to assist in advancing their training beyond the classroom. Yes, an intern may be interested in gaining any experience in their field, but for any person to give time for free or near free, there has to be some value in what the employer is granting beyond the resume piece that the internship provides. Here are some things to consider when attracting top-notch interns:
Fitting Their Needs: Does the work match their career objectives and college major? What does the duration of the program look like? How is the program structured in terms of hours and days per week? It may not be possible to cater an internship to every unique college schedule or particular candidate’s needs, but having defined expectations is the best way to guide someone new to the job market and to ensure you’re getting exactly what you need in turn.
Interesting Work: Interns crave real world experiences and to feel like they’re a contributor to something significant. Challenging projects will prepare them for employment and grant them real world expectations for what a true workload looks like. Giving them multiple projects that are interesting will also keep them motivated.
Program Outline and Supervisor Accessibility: A lot of senior or intermediate workers know what it’s like to be thrown into a job or project with little or no guidance. For an intern, that can be a completely intimidating experience. Confidence must be fostered in their abilities before they can handle that kind of pressure. Assigning them to mirror multiple people in their department, making sure objectives have been outlines, setting up weekly check-in meetings, and having an open door policy will help build their confidence.
Compensation: It’s a known fact that most internships are under-compensated. In a major city with their student loan payments beginning, it may be hard if not impossible for some people to work for minimal compensation (or sometimes none). When an employer does provide a competitive compensation package, word spreads. Those employers providing some fundamental benefits get the pick of the talent litter. If perks are offered, outline those as apart of the package as well. Free daily lunch can go a long way for a Ramen fueled early 20’s career seeker.
Future Career Opportunities: This is the most important aspect to any intern. It’s the biggest stressor for most Senior college students. Potential to be brought on full-time after the internship should be articulated if it’s a possibility. If there’s no chance of a hire post internship, references, referrals, and networking opportunities should be emphasized so candidates know there’s somewhere for them to grow beyond their internship graduation.
Once the recruitment cycle is complete and you have your amazing intern, it’s now your job to provide feedback and communication. Encouragement, challenging work, and future opportunities are the best things you can provide to an intern. Employers are providing priceless experiences for interns, but it’s important to remember that interns treasure their time. They’re eager to give it to companies they want to add value to. Make sure to give them the opportunity to add value, then reward them by providing feedback for growth. So, what do you think about these 5 steps to attract exceptional interns? I tried to keep this read short and easy for you all and I hope it was a helpful bite-sized piece.
