Getting Your Next Superstar
Michael Smith
Facilitator HR Mobility Peer Group, VP Sales & Service AHI Corporate Housing, Entrepreneur in Residence The Shelby County Chamber of Commerce
I have spent a lot of time the last 4 months visiting many of the colleges in the Southeast and Midwest to learn more about their co-op and intern programs--specifically in the areas of engineering, IT, and other technical skills. I found out they have more demand for this future talent than they have supply, especially when it comes to the top 25% of their class. Their career fairs are sold out and more companies want to participate every day. Industry has learned you need to get to these students as sophomores or someone else already has them in a co-op or intern program can have an “inside track” to employ them when they graduate.
While visiting the universities I also called on many companies to learn about their current co-op and intern programs and was impressed by how organized many companies are. Those without programs now are frantically trying to figure out how to get one started. They recognized they were losing out on a lot of future Superstars because of their late start into the game with them.
Why-because we have all participated in exercises to figure out the cost of a bad hire-($40,000.00-$50,000 based on the ones I have participated in). Getting a 4 or 5-star player on your team may not guarantee success but it sure gives you a better chance. One of the key points I have always believed and confirmed is that the GREAT always have options and that people are actively hunting for them. Recruiting is a sales process for both the company and the individual.
Today if you are recruiting your future Superstars you must sell them and their parents (I learned the term Helicopter Parent is alive and well in the decision-making process for Interns and Co-ops) and whoever makes it easiest to say yes has a significant advantage. As a company having temporary housing, a structured training plan, expectations established for both the student and company laid out in advance, etc. all goes into making it easy for the student and their parents to say yes and give you the advantage in the war to get that next Superstar on the payroll. What are you doing to make it easy to join your team?
Facilitator HR Mobility Peer Group, VP Sales & Service AHI Corporate Housing, Entrepreneur in Residence The Shelby County Chamber of Commerce
8 年In Tennessee and Kentucky this week learning how companies are using their intern and co-op programs as a primary funnel for future professional talent. Amazing how everyone is facing the same issues. Back in Alabama, Oklahoma, Georgia, and Ohio in the new year learning best practices.