Interns are not coffee runners or file sorters. And as individuals who were thrown directly into a recession-hit job market, most of them are not simply looking to pass the time while beefing up their resume. They’re craving opportunity, a foot in the door and DEVELOPMENT.
While grabbing coffee and stapling papers may seem to some employers like a valuable exchange for “experience on a resume,” interns (educated college grads with fresh and young mentalities) have much more to give.
Fortunately, more and more high-performance companies are starting to realize the long-term value of developing interns into full-time employees, according to a recent i4cp study.
“Nearly a third of survey respondents (28%) said that more than half of their interns convert, compared to 12% of lower performing organizations.”
It makes good common sense doesn’t it? You develop a competent intern who is eager to learn about the business and prove his or herself, and in return you have a freshly seasoned employee who’s ready to climb higher up the talent ladder.
Think of it as raising a well-behaved, eager to learn child and before you know it, you’re looking at an adult who meets all your expectations and then some. There in lies the reward of the investment.
Perhaps the thought of developing interns overwhelms you. After all, pressure is higher than ever to focus on developing your employees and top talent. But here are some quick tips for reeling in a long-term investment from competent interns:
· Meet with interns upon hiring to discuss their top three measurable goals for their time at your company. Approve goals that you believe are attainable and challenging, that will provide a win-win for both parties.
· Consider assigning a trustworthy mentor to an intern. This is someone in the company your intern can turn to with questions, guidance or tips for the job. This also allows your employee a chance to develop their own leadership skills. They are not to be considered a babysitter, but a role model to an intern.
· After a month on the job, have a brief meeting with your intern. Assess how far they’ve come in their goals and allow them to brainstorm ways to further contribute to the company. Ask them how they see themselves fitting into the company’s mission and goals.
Read the i4cp study here: http://www.i4cp.com/productivity-blog/2010/06/23/high-performance-organizations-view-interns-as-long-term-investments
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