Internship fair workshop austin
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The document outlines a workshop for developing a successful internship program. It discusses defining internships, benefits of hiring interns, resources for small businesses, challenges with Generation Y interns, and tips for recruiting, implementing, and managing internship programs. The workshop covers introducing common internship paradigms, the value of internships for students and employers, and best practices for intern dos and don'ts.
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Internship fair workshop austin
- 1. Developing a Successful Annual Internship Program
- 2. Workshop Outline • Introductions • Paradigm Shift • Benefits of Hiring Interns • Seven Steps to Success • Resources Every SMB Needs • Gen Y Challenges/Opportunities • Resources to Recruit • Email Marketing/Social Media Example • Internship Dos & Don’ts 2
- 3. Introductions Nathan Green • Co-founder campus2careers • Co-founder of Austin Young Chamber • Former GM of Pearson Talent Assessment Elijah May • Certified Email & Social Media Marketing Expert for Constant Contact • Chief Brand Officer at Internship Builder • Creator of the Apprentice Marketing program 3
- 4. Defining an Internship An internship is: • Academic experience and resume builder • Key part of today’s undergraduate education • Significant and substantial work • Part-time (10-20 hours) to full-time • May be unpaid and/or eligible for academic credit 4
- 5. Theories on Internships You have to develop interns for too long before they can add value Gen Y is too difficult / challenging to work with You need an expensive college recruiting program to get good interns Interns are an opportunity for free labor Internships are only for the summer or a single semester Interns are for getting my coffee or filing 5
- 6. A Paradigm Shift Workplace Importance of Orientation on Experience- Skills / Based Learning Professionalism • Supply-demand • Internships now required mismatch at many schools • ROI accountability • Students looking as early • PISD programs as freshmen year Student - Government Business Legislation / Community Involvement Access • 21st Century Skills • Awareness of SMBs replacing 19th Century • Online channels to more • City govt. efforts easily reach Students 6
- 7. A Bold Reversal by the DOL 7
- 8. Benefits of Interns Benefits of Hiring Interns Benefits of Hiring Students/Recent Grads Build capacity and bench strength – longer-term pipeline of loyal employees Benefits of Interns Specifically Access to new expertise/skills, trends, Additional project capacity and educated talent Access to software, profs, Less expensive than experienced research facilities Easy to train/develop (moldable) Opportunity to evaluate for full- Quick learners and multi-taskers time hire Technical-savvy New resources all year Hard-working, hungry Flexible work arrangements Innovative/creative Flexible compensation Fresh ideas and energy The future of our workforce – get a head-start 8
- 9. Interning Facts and Figures Employer Reasons for Offering Internships Identify future 5 talent 10 Reduce resource 36 costs 18 Give a student an experience Access new skills & perspectives 31 Other Source: McCombs Class Project Survey (2010) 9
- 10. Seven Steps to Success Step 1: Discover Step 2: Develop Step 3: Source and Select Step 4: Implement Step 5: Train Step 6: Evaluate Step 7: Housekeeping
- 11. Resources for Every SMB Needs Resources Every SMB Needs Top 10 Roles for Interns at SMBs 1. Social media 2. Online and email marketing 3. Bookkeeping/accounting 4. Research (grant, market, trends) 5. Graphic design 6. Programming (web and application) 7. IT support (desktop) 8. Sales support/customer service 9. Administrative/office management 10. Copywriting/editing 11
- 12. Gen Y Good and Bad Good • Familiar with the latest business strategies, techniques, and technologies • Fresh perspective and enthusiasm for even the most routine activities • Access to software, research tools, and subject matter experts on campus • Still believe they can save the world • Appreciate the opportunity to learn from you Bad • Poor time management – often late or don’t keep to a set schedule • Lack of patience – they want to change everything day one • Lack of focus – they are always distracted or on their devices • Finding the right incentives to get them to work more hours – they work to live instead of live to work 12
- 13. Motivators/Incentives What Matters Most to Gen Y Experience Interns Rotational programs Build experience Ability to take ownership Money to cover school Team environment expenses A mentor/coach A reference upon completion Flexible work arrangements Class credit for experience Connections/exposure in Free lunches on Fridays the industry Having work that they are passionate about 13
- 14. Resources to Recruit • Single site for internship resources www.InternInAustin.org • Internship fair for start-ups, nonprofits and SMBs at the AT&T Conference Center Sunday Sept 9th from 2-5PM – $25 admittance fee (most fairs charge $300+) – Estimated 600 students, from 13 area colleges – A weekend event so its easier for you and students to attend – Organized by industry so students can easily find you – No booth “bling”, just networking with interested students – Walk out with your intern who can start the next day – Sign up and learn more at www.interninaustin.org • Each school has their own FREE job board • campus2careers – largest entry-level job board in Texas 14
- 16. campus2careers screenshot Sourcing and Selection Using campus2careers • Create a profile – your own careers page • Post the job description • Review the top matches and view their profile • Contact or be contacted by the top candidates Using a school’s own site • Register via the schools website • Post the job description • Receive a resume from interested applicants
- 17. campus2careers screenshot Sourcing and Selection Using campus2careers • Create a profile – your own careers page • Post the job description • Review the top matches and view their profile • Contact or be contacted by the top candidates Using a school’s own site • Register via the schools website • Post the job description • Receive a resume from interested applicants www.campus2careers.com
- 18. campus2careers screenshot Sourcing and Selection Using campus2careers • Create a profile – your own careers page • Post the job description • Review the top matches and view their profile • Contact or be contacted by the top candidates Using a school’s own site • Register via the schools website • Post the job description • Receive a resume from interested applicants
- 19. Internship Dos & Don’ts Dos Don’ts Establish program parameters Hire without planning – easy to and goals get these wrong Develop clear roles Hire an “Analyst” or “Intern” Start with discrete projects but position – need discrete role connect them to big picture Take the “neighbor’s kid” Hire for skills and fit because it’s easy Complete orientation Leave the new hire in a cube on an island – need interaction Assign a single manager Force your will on them – let Assign a mentor / buddy them explore OR Provide training upfront - Invest Let them linger and figure it out Conduct early performance reviews – need feedback 19
- 20. The Apprentice Marketing Program www.apprenticemarketing.com 20
- 21. Contact Us Nathan Green • 512-354-7690 • nathan@campus2careers.com Elijah May • 512-522-0025 • emay@apprenticemarketing.com 21