Internship fair workshop sa
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The document outlines the development of a successful internship program, emphasizing the importance of setting expectations, defining roles, and understanding the shifting internship paradigm. It discusses the benefits of hiring interns, offers a seven-step guide to success, and addresses challenges unique to Gen Y. Additionally, it provides resources for recruitment and key dos and don’ts for managing interns.
Internship fair workshop sa
- 1. Developing a Successful Annual Internship Program
- 2. Setting Expectations (because it’s the most important step) • Introductions • Who are we? • Who are you? • Why are we here? • The Shifting Internship Paradigm • Benefits of Hiring Interns • Seven Steps to Success • Roles Every SMB Needs • Gen Y Challenges/Opportunities • Resources to Recruit • 5 minutes BREAK • Principles of Email and Social Media Marketing • Internship Dos & Don’ts • Next Steps 2
- 3. Introductions Nathan Green • Co-founder campus2careers • Co-founder of Austin Young Chamber • Former GM of Pearson Talent Assessment Elijah May • Local Expert in Email & Social Media Marketing for Constant Contact • Chief Brand Officer at Internship Builder • Creator of the Apprentice Marketing program 3
- 4. The Apprentice Marketing Program 4
- 5. A Shifting Paradigm: Defining an Internship 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 5
- 6. A Shifting Paradigm: Common Perceptions You have to develop interns for too long before they can add value Gen Y is too difficult / challenging to work with You need an expensive college recruiting program to get good interns Interns are an opportunity for free labor Internships are only for the summer or a single semester Interns are for getting my coffee or filing 6
- 7. A Shifting Paradigm: Culture & Technology Workplace Importance of Orientation on Experience- Skills / Based Learning Professionalism • Supply-demand • Internships now required mismatch at many schools • ROI accountability • Students looking as early • PISD programs as freshmen year Student Government -Business Legislation / Community Involvement Access • 21st Century Skills • Awareness of SMBs replacing 19th Century • Online channels to more • City govt. efforts easily reach Students 7
- 8. A Shifting Paradigm: Bold Reversal by the DOL 8
- 9. Benefits of Interns Benefits of Hiring Benefits of Hiring Students/Recent Grads Build capacity and bench strength – longer-term pipeline of loyal employees Benefits of Interns Specifically Access to new expertise/skills, trends, Additional project capacity and educated talent Access to software, profs, Less expensive than experienced research facilities Easy to train/develop (moldable) Opportunity to evaluate for full- Quick learners and multi-taskers time hire Technical-savvy New resources all year Hard-working, hungry Flexible work arrangements Innovative/creative Flexible compensation Fresh ideas and energy The future of our workforce – get a head-start 9
- 10. Benefits of Hiring: Internship Facts and Figures Employer Reasons for Offering Internships Identify future 5 talent 10 Reduce resource 36 costs 18 Give a student an experience Access new skills & perspectives 31 Other Source: McCombs Class Project Survey (2010) 10
- 11. Seven Steps to Success Step 1: Discover Step 2: Develop Step 3: Source and Select Step 4: Implement Step 5: Train Step 6: Evaluate Step 7: Housekeeping
- 12. ResourcesEvery SMB Needs Roles 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 12
- 13. Gen Y & Business 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 13
- 14. Gen Y & Business: Motivators/Incentives What Matters Most to Gen Y Experience Interns Rotational programs Build experience Ability to take ownership Money to cover school Team environment expenses A mentor/coach A reference upon completion Flexible work arrangements Class credit for experience Connections/exposure in Free lunches on Fridays the industry Having work that they are passionate about 14
- 15. Resources to Recruit • Single site for internship resources www.InternInSA.org • Citywide internship fair for start-ups, nonprofits and SMBs at the San Antonio Food Bank Saturday Sept 8th from 2-5PM – $25 admittance fee (most fairs charge $300+) – Estimated 500 students, from 14 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 on Monday – Sign up and learn more at www.interninsa.org/ • Each school has their own FREE job board • campus2careers – largest entry-level job board in Texas 15
- 16. Internship Dos & Don’ts Dos Don’ts Establish program parameters Hire without planning – easy to and goals get these wrong Develop clear roles Hire an “Analyst” or “Intern” Start with discrete projects but position – need discrete role connect them to big picture Take the “neighbor’s kid” Hire for skills and fit because it’s easy Complete orientation Leave the new hire in a cube Assign a single manager on an island – need interaction Force your will on them – let Assign a mentor / buddy them explore OR Provide training upfront - Invest Let them linger and figure it out Conduct early performance reviews – need feedback 16
- 17. Next Steps 1. Sign up for a trial account on Constant Contact* 2. Register for and attend the InternInSanAntonio fair 3. Choose a student with a Constant Contract sticker 4. Sign up for campus2careers if you need more candidates 5. Have your intern replace themselves when they move on * Unless you already have one 17