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Developing a Successful Annual Internship Program
• Introductions
• Paradigm Shift
• Benefits of Hiring Interns
• Seven Steps to Success
• Resources Every SMB Needs
• Gen Y Challenges/Opportunities
• Resources to Recruit
• Email Marketing/Social Media Example
• Internship Dos & Don’ts
Workshop Outline
2
Nathan Green
• Co-founder campus2careers
• Co-founder of Austin Young Chamber
• Former GM of Pearson Talent Assessment
Elijah May
• Certified Email & Social Media Marketing
Expert for Constant Contact
• Chief Brand Officer at Internship Builder
• Creator of the Apprentice Marketing program
Introductions
3
An internship is:
• Academic experience and resume builder
• Key part of today’s undergraduate education
• Significant and substantial work
• Part-time (10-20 hours) to full-time
• May be unpaid and/or eligible for academic credit
Defining an Internship
4
5
Gen Y is too difficult /
challenging to work with
You have to develop
interns for too long before
they can add value
Interns are an
opportunity for
free labor
Interns are for getting
my coffee or filing
You need an expensive college recruiting program to get good interns
Internships are only for
the summer or a single
semester
Theories on Internships
6
Workplace
Orientation on
Skills /
Professionalism
Importance of
Experience-
Based Learning
Government
Legislation /
Involvement
Student -
Business
Community
Access
• Supply-demand
mismatch
• ROI accountability
• PISD programs
• Internships now required
at many schools
• Students looking as early
as freshmen year
• 21st Century Skills
replacing 19th Century
• City govt. efforts
• Awareness of SMBs
• Online channels to more
easily reach Students
A Paradigm Shift
A Bold Reversal by the DOL
7
8
Benefits of Interns
Benefits of Interns Specifically
Benefits of Hiring Students/Recent Grads
Build capacity and bench strength –
longer-term pipeline of loyal employees
Access to new expertise/skills, trends,
and educated talent
Less expensive than experienced
Easy to train/develop (moldable)
Quick learners and multi-taskers
Technical-savvy
Hard-working, hungry
Innovative/creative
Fresh ideas and energy
The future of our workforce – get a
head-start
Additional project capacity
Access to software, profs,
research facilities
Opportunity to evaluate for full-
time hire
New resources all year
Flexible work arrangements
Flexible compensation
Benefits of Hiring Interns
36
31
18
105
Employer Reasons for Offering Internships
Identify future talent
Reduce resource costs
Give a student an experience
Access new skills & perspectives
Other
9
Interning Facts and Figures
Source: McCombs Class Project Survey (2010)
Step 1: Discover
Step 2: Develop
Step 3: Source and Select
Step 4: Implement
Step 5: Train
Step 6: Evaluate
Step 7: Housekeeping
Seven Steps to Success
11
Resources for Every SMB Needs
Top 10 Roles for Interns at SMBs
1. Social media
2. Online and email marketing
3. Bookkeeping/accounting
4. Research (grant, market, trends)
5. Graphic design
6. Programming (web and application)
7. IT support (desktop)
8. Sales support/customer service
9. Administrative/office management
10. Copywriting/editing
Resources Every SMB Needs
Good
• Familiar with the latest business strategies, techniques, and technologies
• Fresh perspective and enthusiasm for even the most routine activities
• Access to software, research tools, and subject matter experts on campus
• Still believe they can save the world
• Appreciate the opportunity to learn from you
Bad
• Poor time management – often late or don’t keep to a set schedule
• Lack of patience – they want to change everything day one
• Lack of focus – they are always distracted or on their devices
• Finding the right incentives to get them to work more hours – they work to
live instead of live to work
12
Gen Y Good and Bad
13
What Matters Most to Gen Y
Experience
Rotational programs
Ability to take ownership
Team environment
A mentor/coach
Flexible work arrangements
Connections/exposure in
the industry
Having work that they are
passionate about
Interns
Build experience
Money to cover school
expenses
A reference upon completion
Class credit for experience
Free lunches on Fridays
Motivators/Incentives
• Single site for internship resources www.InternInAustin.org
• Internship fair for start-ups, nonprofits and SMBs at the
AT&T Conference Center Sunday Sept 9th from 2-5PM
– $25 admittance fee (most fairs charge $300+)
– Estimated 600 students, from 13 area colleges
– A weekend event so its easier for you and students to attend
– Organized by industry so students can easily find you
– No booth “bling”, just networking with interested students
– Walk out with your intern who can start the next day
– Sign up and learn more at www.interninaustin.org
• Each school has their own FREE job board
• campus2careers – largest entry-level job board in Texas
Resources to Recruit
14
campus2careers screenshot
Sourcing and Selection
Using campus2careers
• Create a profile – your own careers page
• Post the job description
• Review the top matches and view their profile
• Contact or be contacted by the top candidates
Using a school’s own site
• Register via the schools website
• Post the job description
• Receive a resume from interested applicants
campus2careers screenshot
Sourcing and Selection
Using campus2careers
• Create a profile – your own careers page
• Post the job description
• Review the top matches and view their profile
• Contact or be contacted by the top candidates
Using a school’s own site
• Register via the schools website
• Post the job description
• Receive a resume from interested applicants
www.campus2careers.com
campus2careers screenshot
Sourcing and Selection
Using campus2careers
• Create a profile – your own careers page
• Post the job description
• Review the top matches and view their profile
• Contact or be contacted by the top candidates
Using a school’s own site
• Register via the schools website
• Post the job description
• Receive a resume from interested applicants
campus2careers screenshot
19
Dos
Establish program parameters
and goals
Develop clear roles
Start with discrete projects but
connect them to big picture
Hire for skills and fit
Complete orientation
Assign a single manager
Assign a mentor / buddy
Provide training upfront - Invest
Conduct early performance
reviews – need feedback
Don’ts
Hire without planning – easy to
get these wrong
Hire an “Analyst” or “Intern”
position – need discrete role
Take the “neighbor’s kid”
because it’s easy
Leave the new hire in a cube
on an island – need interaction
Force your will on them – let
them explore OR
Let them linger and figure it out
Internship Dos & Don’ts
20
The Apprentice Marketing Program
www.apprenticemarketing.com
21
Contact Us
Nathan Green
• 512-354-7690
Elijah May
• 512-522-0025