Here's a chart I'll be presenting at the NACE Internship Summit next week which shows...
Mary Scott, MBA
University Recruiting SME | Independent consultant to employers hiring early talent | Provider of unbiased student recruiting research
that there are both tangible and intangible factors that impact an intern's desire to join the organization full-time. The disagreement level with the lowest-rated statement, 'My workspace was fully equipped and ready for me when I started', maps to commentary that students concluded from this shortfall that either the program was disorganized - or that the company didn't really care about them - or both.
Another interesting finding on this chart is the rating level for 'I had enough to do': Even those who converted to full-time employees rated their agreement with this statement lower than the 8.0 threshold for 'strong agreement'. And it will probably come as no surprise that students who declined their internship sponsor's full-time offer were significantly less likely to agree that they had "provided candid feedback in completing internship surveys" - I asked them that, too.
Great information that more employers need to pay attention to.
Assoc. Dir., Corporate Partner Relations at UConn Center for Career Development
5 年Thanks for sharing - great stuff. And I think these findings probably cut across all new hires, whether intern conversions or not. Nothing speaks more to the company culture (and ultimate success) than these 4 factors.?
Career Coaching I All things HR
5 年Great chart.? I believe that many employers are becoming better about converting interns into new hires, but there is always room for improvement.??
Associate Dean for Academic Engagement, Harvard University, Faculty of Arts and Sciences at Harvard University
5 年Thanks for sharing Mary! Affirmation I believe of what many of us assumed. Very helpful!