Internships Today: Meeting Their (and Your) Expectations

Now that summer is officially over and back-to-school season is in full swing, it means our ANN INC. Interns have exited our offices and entered into their respective fall semesters. If your office is anything like ours, the past few months buzzed with youthful energy, new collaborations and fresh thinking. I always look forward to “intern season”, and like most things in the summertime, it goes by way too quickly!

There is no question it pays to invest in young talent – to understand their values, motivations and needs, and to foster a workplace that attracts and retains top professionals. We have found our Summer Intern Program to be an important talent pipeline, critical for our future growth and success, and each year we evolve the program based on our learnings. In the spirit of learning, we asked our interns what will be most important to them in their next jobs. Here is some wisdom gleaned directly from the source that may help us all to engage the next generation workforce and prepare them for future successes.

They Expect to and Are Capable of Making Real Contributions to the Business

From what I have seen, this group is ready and willing to contribute real ideas, new perspectives and to be held accountable. No longer is the old-school notion accepted that the newest employee must “be quiet, listen and learn”. Rather, as companies, we need to get comfortable allowing and providing safe opportunities for young professionals to get creative and offer their critical thinking.

“It is important to know my opinion matters and that the work I’m doing is of value, not just to the department but the brand as a whole. Working with people who love their jobs, are generally interested in new ideas, and are willing to try new initiatives, makes coming in every day exciting. Upon immediate arrival at ANN INC. I was embraced as a counterpart not as an understudy, which is so important.” – Paige T.

Providing opportunities to spark actual contributions from interns offers not only a fulfilling experience, but can have a lasting impact on the business. I have personally witnessed real business contributions from our interns.

For the Next Generation, Culture is a Priority

They expect corporate culture to be purposeful – to “serve” not just “sell”…and I don’t see these expectations decreasing any time soon. An inviting corporate culture cannot be created overnight, but it is well worth working on and building over time if we want to keep this generation's interest and support.

“One thing I learned this summer was the importance of culture – it is the first thing I will look for in my next employer. I never realized how critical that was to the day to day work environment. When you feel happy and supported, it is easier to be successful.” – Julia D.

“It’s important to me to not only know just how the company works, but also WHY it works. Knowing a company is making an effort to deliver a product with integrity and purpose is something I will continue to look for.” – Caleb P.

These facts aren’t something businesses can ignore when readying for future success. Structuring intern training or assimilation programs to keep these considerations in mind encourages all (interns and associates) to make the most of the experience and the relationships they forge.

We take pride in offering enriching experiences for our interns to learn the business first-hand, while working alongside established fashion and retail leaders. Since the inception of our program in 2011, we have hired dozens of interns into key roles. Hiring from these programs encourages a strong sense of community, not only with our interns but also with our current associates and mentors. Interns provide different perspectives, which in turn creates buzz and helps with associate engagement. When it comes to hiring, we have seen better retention, faster growth, strong passion and engagement from interns.

I may be biased, but I'm so proud of our interns and feel privileged to help nurture the best and brightest up and coming retail and fashion innovators!

Here are a few tips to establish shared value in your programs to recruit and retain young talent:

• Focus projects in emerging areas or the latest business challenges where this generation has deep experience or fresh perspectives, like social media, new technology, or marketing to younger audiences
• Ensure the company is ready and willing to consider implementing ideas in real-time
• Schedule and prioritize high-impact leadership interactions, showing commitment and offering varied touch-points on business and culture
• Pair interns with the right managers and provide guidance on interactions, creating shared value and training opportunities for associates in management roles
• Leverage the program as a talent pipeline, encouraging everyone to put his or her best foot forward
• Take time to share corporate values and purpose to put the work/product in context

What has working with young professionals taught you and how have you adapted to engage them?