The end of the college year is right around the corner. In a few weeks college graduates will flood the industry fields looking for new opportunities. However, there is another type of valuable college student that may go unnoticed: undergraduates.
Many colleges and universities require a minimum number of internship hours for graduation. This can be in various majors including communications, business, teaching, sciences, etc. College students can be a very valuable resource for your business, and you can provide them with on-the-job lessons that will last a lifetime.
A strategic plan should be considered before bringing on any intern. The proper planning will ensure a great partnership for your organization and the intern as well.
Create a well-developed position description
Vague descriptions of a job will deter the brightest candidates. Including specific skill requirements and intern duties is essential, but also remember to include a thorough description about the company, and what it has to offer.
Don’t be afraid to dig deep
Many top candidates bypass unpaid internships. No one is saying that you need to pay an intern the same as your entry-level employees, but even an offer of minimum wage can woo a candidate from taking a different unpaid internship.
Trust your interns
If you are hiring competent interns, they could turn into eventual employees. Feel free to give them at least one big project to work on during the term. Or have them jump in on a team project. Interns want to do more than just file papers and get coffee. If you are giving them real-world experience, the internship reputation for your company will skyrocket, allowing for interest from great candidates.
Create a mentor program
Starting an internship, especially at a larger company, can be very intimidating. Assign a mentor on the first day of an intern’s term. That mentor can show them around the facility, take them to lunch and foster a working relationship. A welcoming mentor allows for interns to ask questions and get more out of their internship.
Don’t be a “namist”
Many employers drool over resumes from Ivy League schools. Some of the best candidates can be found at any university. It’s not where the student is learning, but what and how they are learning that counts. Review the skill sets that you are looking for in the position. Don’t just assume a big-name school will be providing you with a better prospect than that small school you are not familiar with.
Need more tips on how to find the right interns? Contact Clark Personnel Services for more information!