How to Build An Army of Interns
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Jennifer Fremont-Smith, CEO of Smarterer, provides concrete guidelines around how to manage each stage of the internship process. This deck covers: - Recruiting - Hiring - On-Boarding - Managing - Exiting
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How to Build An Army of Interns
- 1. How to Build An Army of Interns to Help Build Your Business JENNIFER FREMONT-SMITH @jfremontsmith
- 3. • Designing an Internship Program • Legal Mumbo Jumbo • Recruiting • Hiring and Onboarding • Managing Your Interns • The Exit • Tips Agenda
- 5. Some Legal Mumbo Jumbo
- 6. • Program Length • Management • Budget Designing Your Internship Program
- 12. • Challenge # 1: What are the top 5 skills Smarterer should measure, and how would you go about gaining huge, mind- blowing user traction in those 5? • Challenge #2: How would you get 50% of all the technical recruiters in the US to use Smarterer scores as part of their evaluation process? • Challenge # 3: Smarterer's blog strategy is to become a destination site for job seekers looking for information that can help them in their search. How would you go about executing that strategy? Smarterer’s Intern Challenges
- 15. Marketing and Social Content Creation Growth Hacking Recruiting Research Events 15
- 16. BHAGs Are Great IMT’s (intern management techniques)
- 17. The Daily Huddle
- 21. Questions?
- 22. Course Title Course Title INSTRUCTOR NAME
Editor's Notes
- Was on my way in when I got a text message from my office mate that one of our interns was sleeping on the couch
- Why am I teaching this class? Because I really passionately believe that students should gain access to practical experiences that make them marketable.And because I have hired so many interns that have done such wonderful things for our business…
- Conceptualzing a great intern programLength and timingWho will manage themWhere will they sit?BudgetWhen you leave here tonight you should have the blueprint for a scalable and replicable internship program that you can run – and that you can even have interns run.
- Program – hiring for summer (they are looking right now)Who will manage them? Generally requires about .25% of a person to manage the processBudget – this is going to depend on the structure of the program
- The first thing to think about is what will they actually do. Many people think about interns as something akin to a personal assistant – a fluid labor supply that’s just there and can pick up whatever excess work is needed.. That is an inefficient approach. To build a high impact program, and to create a valuable learning experience for the intern, it’s worth developing an organized plan for their work.I’m going to tell you what we’ve had our interns do – and I’d love everyone to get out a piece of paper and get ready to write down what your interns can do for you.
- Now you’re ready to hire. Where do you recruit?Not the college career centers
- Where to source candidates
- Great TitleHigh impact job descriptionNot only have we hired numerous interns but have written job descriptions for many others as well
- Have a personality
- Example of a great email application
- An example of a horrible applicationOk, let’s write down a few ideas for your business.
- Don’t step out of your process – always a mistake.Don’t Always ask
- The internship, even though it includes actual operation of the facilities of the employer, is similar to training which would be given in an educational environment.The internship experience is for the benefit of the intern.For the internship to be unpaid:The intern does not displace regular employees, but works under close supervision of existing staff.The employer that provides the training derives no immediate advantage from the activities of the intern; and on occasion its operations may actually be impeded.The intern is not necessarily entitled to a job at the conclusion of the internship.The employer and the intern understand that the intern is not entitled to wages for the time spent in the internship.
- Make the offer. Should absolutely get an offer letter that clearly and explicitly outlines the terms so there are no misunderstandings later.Have them sign and return their offer letter/nda before they come in on the first dayOrientation – spend the time to tell them the story – they will be ambassadors!Get their goals and write them downMake your expectations very clear – and be careful about what you tell them they will influenceHiring in a class is a great idea – they will all go out together…The OfferOrientationKeys to Successful Intern Management
- Some ideas for BHAG-
- Have the interns recruit the next set of internsHow to leave… (have them write their reference letter before their last day)Plan a partyAlways do an exit interview – will tell you a lot
- Interns are great because they don’t know what they don’t know, so they’ll try anything!