2. Problem Statement
Hunter needs a better way to retain top interns
because the future of her company requires an
emerging skill set.
Insights: Many companies are struggling with this problem; if you
can’t attract younger talent, where is your company’s future?;
Culture fit is increasingly more important.
3. Ensure interns have a robust experience during
their internship:
• Real accountability and projects throughout
internship
• Meet with execs
• Brown bags with subject matter experts
• Access to forward thinking business
opportunities (product development, strategy
shifts etc..)
• Tickets to related events (i.e. Design Night)
4. Create a community among the interns that
extends beyond the summer
• Host networking events in key locations
throughout the year
• Set up Skype, Google hangout, or Facebook
groups
• Give references on their LinkedIn profile
5. Follow and stay engaged with interns until
graduation.
• Allow interns to be a part of user research
opportunities post-internship
• Hook an intern up with a mentor at the
company to stay connected for their final year
of school
• Invite back for known events (i.e. annual user
conference)
6. Tap interns to represent the company when they
go back to their respective schools
• Make them official ‘ambassadors’ of the company at their
schools
• Enable them to teach a course (provide tools, coaching etc)
• Support them in crafting a recap presentation to their
department, professor etc..
• Represent the company at a job fair or University Recruiting
event
• Represent the company in social media vehicles
• Allow interns to make referrals for future interns and give
them a ‘bonus’ if one of their referrals is hired
• Recognize and rewards these ‘ambassadors’ based on their
progress..uplevel their rock star status
7. Set aside X% of jobs per year for new grads
• Assess average age of company to date
• Get exec buy-in to change the average age to X
over a period of X years
• Research and compare new hire packages of
other companies
• Identify a role in each organization that could be
filled by a new grad and draft a job description
for it as a template (cannot say ‘requires 5 years
experience etc..)
8. Make offers in advance of graduation and make-
over the offer package
• Extend offer prior to last semester of school
• Offer non-traditional signing bonus’
– First/last month rent
– First three months of student loan payments
– Extra vacation days (see makeation)
– Complimentary memberships (i.e. TechShop, personal training)
• Enrollment in on-boarding curriculum
• Offer third-party transition counseling/career coaching to
students entering the workforce for the first time
• ‘Makeation’ rather than a vacation or sabbatical –
opportunity to work on project of interest in first X years
• Overseas assignment within first X years
9. Summary
• Most Practical Idea: Follow and stay engaged with interns until graduation
– Why: makes them feel like they are employed already and they build a sense
of loyalty to company over other potential offers that may come in at a later
date
• Most Disruptive Idea: Get exec buy-in to change the average age to X over
a period of X years
– Why: could be viewed as reverse age discrimination but based on the
assumption that youth represents new skill sets in a company that has been
around for 30+ years
• Your Favorite Idea: Tap interns to represent the company when they go
back to their respective schools.
– Why: A dress rehearsal for the real world and gives them a sense of autonomy,
build trust, and gives them a platform of status
