How to Use Internships as a Recruiting Tool.

Internships can be a vital pipeline for attracting fresh, enthusiastic talent. These programs are more than just a stepping stone on an intern’s career path; they represent a real-world opportunity to gain practical experience and build professional relationships. As for employers, internships can serve as a recruitment strategy (especially in a tight market).

Read on to discover the benefits of internship programs and how to leverage them as an effective recruiting tool.

Benefits Of An Internship Program

Those who participate in internship programs are sometimes new to the workforce but can still contribute in various ways. Here are some benefits of adding internship programs to your recruitment strategy:

An Organic Talent Pipeline

Interns need a well-defined set of tasks which can sometimes include supporting full-time staff with ongoing projects. As they gain experience and build their skillsets, you have direct access to the most promising candidates, creating a robust talent pipeline.

Boost In Reputation

Internship programs allow your organization to foster relationships with universities and other educational institutions. This not only demonstrates your commitment to developing future talent but also reflects positively on your organization’s reputation.

Fresh Perspectives

Interns can bring new ideas to the table and stimulate innovation and creativity. They are often tuned into emerging trends and technologies which can be valuable as your business adapts to an evolving market.

Diversity And Inclusion

Internship programs are a great way to broaden your talent pool and champion diversity and inclusion . An internship program with DEI built within its foundation can help you tap into a wide range of talent.

Related: Internship vs. Job: Which Option Is For You?

7 Keys To A Successful Internship Program

Leveraging the benefits of an internship program starts with understanding that it’s a learning experience for the intern and a talent incubator for your organization. Keep the following suggestions in mind to help you execute a successful program.

1. Identify Mutually Beneficial Opportunities

The role of an intern is unique to that of a full-time employee, so it’s important to know where your organization can best utilize them. When planning your program, work with your team to identify tasks or projects that are educational and relevant. These could range from technical tasks to help interns understand programming to marketing projects that can give them an experience they can build on later.

2. Save The Date

You may consider designing your internship program to align with the academic calendar, making fall, spring, and summer the primary seasons to target. Winter breaks also present an opportunity for shorter internships.

Try crafting an intern recruitment strategy that either spans the entire year or is implemented around specific seasons. Whatever your choice, understanding internship cycles is essential to attracting the best intern candidates. To get you started:

• Fall internships: may typically be completed from Labor Day to early December, with recruitment occurring between July and early September
• Winter internships: may run from late December to mid-January, with a recruitment period between November and early December
• Spring internships: can extend from January to May, with recruitment occurring in November and December
• Summer internships: may last from Memorial Day to early August, with recruitment occurring from February to April

Once you’ve established your strategy and timelines, you’re ready to execute your recruitment efforts.

3. Integrate Your Recruitment Strategies

When looking to incorporate internship programs into your overall hiring strategy, it’s essential to understand the role interns can play in your organization’s ecosystem. Start by assessing your staff to see where interns may be able to transition post-internship.

Developing an internship program can be an invaluable investment with the potential to positively impact long-term employee engagement. In 2021, the NACE found that employees with internal internship experience were almost twice as likely to remain at the company once they’ve hit their one- or five-year mark compared to employees with no internship experience.

Related: How Does Employer Branding Impact Recruitment?

4. Determine Your Target Demographic

Summer tends to be the most in-demand internship period since students can focus on work while taking breaks from their fully blocked schedules. So, while you can offer internships to students at any stage, consider selecting from the pool of candidates who are close to graduation if you’re looking to fill a long-term position in the near future.

5. Equip Them With A Fully Stocked Toolkit

Ensuring your interns have the necessary resources to excel is a win-win for both them and your organization. By supporting their success, you enhance their internship experience and positively impact their decision to step into full-time roles.

A Few Ways To Help Your Interns Succeed:

• Establish clear goals and objectives
• Offer trainings on software and other tools as needed
• Maintain open lines of communication; encourage them to ask questions

6. Conduct Check-Ins

The feedback you receive from your interns can make or break the success of an internship program. It provides them with an opportunity to use their voice and build confidence within the workplace.

Have supervisors with connect with interns on a bi-weekly cadence to discuss successes and areas for improvement is. It’s important for supervisors to recognize the intern’s achievements, provide targeted suggestions for growth, and field any concerns the intern might have.

7. Spark Career Ignition With A Final Project

As the internship wraps up, fuel your interns’ drive with a final project. This fun exercise acts as a self-reflection tool, helping them recognize their takeaways and start mapping their professional course. You may also consider inviting them to share their anonymous feedback through exit surveys. Both approaches offer valuable feedback for your team to continuously enhance the program for future interns.