Adaptive Path Intern, Summer 2005 Full time as a Design Strategist since 2006 Started running internship program in fall 2006 Henning Fischer

Adaptive Path Intern, Summer 2005

Full time as a Design Strategist since 2006

Started running internship program in fall 2006

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

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

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

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

Client Projects + Research & Development Teach by doing Advocacy Treat interns as full employees What: The Program

Client Projects + Research & Development

Teach by doing

Advocacy

Treat interns as full employees

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

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.

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

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

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

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

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

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