#ThreeTips: Intern Programs

Intern Programs

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In collaboration with Jeffrey Moss, Founder and CEO of Parker Dewey and Elise Gelwicks, Founder of Internview.

  1. Some companies still recruit and select interns using the same criteria as they do for full-time roles, heavily relying on GPA, major, and school to predict success. In contrast, top HR leaders are leveraging the temporary nature of internships and Micro-Internships to gain a competitive advantage. Specifically, they recognize that this type of role makes it easier to “take a chance” on someone without the traditional academic profile, while allowing hiring managers to experience the grit, potential, ambition, and skills of these career launchers firsthand. As a result, these organizations expand their talent pool, drive diversity, gain early access to candidates, and improve conversion in a way that is cost effective and sustainable.

  2. Internship programs are most successful when they are well structured. Companies should create a detailed project plan with key milestones, deliverables, and events so expectations are clearly defined. An established feedback format and cadence is also critical to ensure interns get the coaching they need to be effective and efficient.

  3. In addition to assigning a manager to each intern, connect them with someone who can be their mentor. The mentor is ideally someone on a different team who inters can go to with questions and advice that they don't feel comfortable talking to their manager about.

Tom Alexander