Adaptive Path Intern Program

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    Adaptive Path Intern Program - Presentation Transcript

      • Adaptive Path Intern, Summer 2005
      • Full time as a Design Strategist since 2006
      • Started running internship program in fall 2006
      Henning Fischer
      • Internships started 2005
      • Summer Internship: 10 weeks, 2-4 students
      • Long Term Internship: 3-6 months, 1-2 students (2007)
      • Today: Who, What, Where, When & How
      Adaptive Path
      • Areas of Practice
        • Hire according to your areas of expertise
      • Academic Background
        • Build on academic models you know
      • Personal Qualifications
        • Hire people that inspire you
      Who: The Interns
      • Client Projects + Research & Development
        • Teach by doing
      • Advocacy
        • Treat interns as full employees
      What: The Program
      • Outreach: Targeted vs. general
        • Outreach is a huge investment in time and money. Consider it carefully.
      • Application processes: case by case vs. all at once
        • If you have HR pros, for God's sake, use them. If not, ask a college admissions department for tips.
      • Closing: You want what?
          • Be shocked by their demands, get over it, focus on what is important to your organization.
      Where: The Recruiting
      • October: Send out early feelers
      • December: Have your program in place
      • January - February: Recruit, recruit, recruit
      • March: Hire
      • May: Prepare, panic about project assignments
      • June-August: Work interns to death
      • September: Follow up
        • A good intern program requires a year round commitment
      When: The Timing
      • Who: Interns
        • Hire according to your areas of expertise
        • Build on academic models you know
        • Hire people that inspire you
      • What: Program
        • Teach by doing
        • Treat interns as full employees
      How: The Lessons
      • Where: Recruiting
        • Outreach is a huge investment in time and money. Consider it carefully.
        • If you have HR pros, for God's sake, use them. If not, ask a college admissions department for tips.
        • Be shocked by their demands, get over it, focus on what is important to your organization.
      • When: Timing
        • A good intern program requires a year round commitment
      How: The Lessons

    + Henning FischerHenning Fischer, 2 years ago

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