[dt_sc_five_sixth first type =” type1″]
[dt_sc_dropcap type=”Circle” variation=”electricblue”]T[/dt_sc_dropcap] he cost of avoiding young talent is too high to neglect, but it doesn’t mean you must start hiring immediately. The path to integrating a new resource can be done incrementally. Launching an internship program is one of the best ways to begin.
Create an Internship to Test the Waters
An internship provides an extended period of evaluation with no obligation to hire. It’s an extended interview and a testing ground for how to leverage a new type of resource. This reduces overall risk allowing for ongoing organizational improvements before pulling the trigger.
Internships can be deployed in many different ways. If executed correctly, these options can ease the burden on the organization and accommodate varying levels of resources. Examples of these options include:
[dt_sc_fancy_ul style=”tick” variation=””]
- Virtual Part-Time: Interns work remotely with specific direction on deliverables and appropriate work hours.
- Part-Time Onsite: Interns commute into the office and work between 8-10 hours a week.
- Full-Time Onsite: A 10-13 week program with interns working approximately 40 hours a week.
Attachment 1: Sample Responsibilities for Each Type of Internship
A great exercise to begin the process is to list out all the ongoing internal projects that need help. Next, determine if tasks can be pulled from the projects and be given to an intern to accomplish with the right supervision.
Creating a Progression Towards Hiring
The end goal is to create a pipeline of strong candidates. Internships can be designed as a progression that provides additional rigor to the selection process. Virtual and part-time internships can be used to evaluate the best candidates for a full-time internship and eventual full-time position.
Attachment 2: High-Level Internship Timeline (Sample)
Even if you do not hire the interns, you can maintain an ongoing relationship and potentially recruit them again when they have more experience. The internship provides the initial hooks you can pull on after they’ve developed more skills in the market.
Building the Structural Components of a Program
There are structural components that need to be built regardless of what option and approach are chosen. The right preparation will improve the ability of each program to develop and evaluate the best candidates.
Attachment 3: Internship Phases and Deliverables
Contact us today to find out how we can help you design, develop, and deploy a full internship program.
[dt_sc_one_sixth type =” type1″][/dt_sc_one_sixth]