Earlier this month I wrote about the benefits of hiring summer interns and the guidelines for determining whether the internship should be paid or unpaid. Now I’d like to go a little deeper and talk about the importance of the experience you give your summer interns.
Every person who interacts with you and your business is a potential advocate or detractor. You know this about customers, but also keep it in mind when you are interacting with job candidates, temporary employees and summer interns. At the end of the summer interns will be going back to their respective campuses and relaying to other students (perhaps some of your future job candidates) the experience they had at your company. Be sure you make it a good one. Here are some tips for doing that.
Provide a mini “onboarding.” Take them on an office tour, discuss expectations, introduce them to the people they’ll be working with during their stay. Remember that they may never have worked in an office before so confirm they know how to use the photocopier, printers and any other office equipment they may need to use.
Assign a buddy or mentor. Interns are there to learn, so by definition they will have questions. Assign an experienced employee within the department where they’ll be working to be the “go to” person for their questions and/or concerns. Be sure that person is a good representative of the company and the culture. Encourage the buddy/mentor to take the intern to lunch at least the first day, and to check in with them frequently during the first week when interns (or even regular employees!) often feel a bit lost.
Give them opportunities to learn about the company. Interns with a good summer experience can be your best “ambassadors.” Invite them to company meetings, as appropriate, “Lunch and Learn” events, and team meetings where they can observe business in process, learn about your products and services, and have a more integrated experience.
Create opportunities for them to learn about their chosen field. Help interns set up “informational interviews” with selected employees who can provide them with practical guidance and “lessons learned” from their experience in the field.
Make it fun. Consider hosting a barbecue or breakfast or other special event during the summer where interns can mix with other employees and management in an informal environment.
If campus recruiting is one of your workforce development strategies, providing positive, rewarding internship experiences is a great way to increase your effectiveness in the competition for new graduates.