Leverage a Great People Resource

“The very first thing I tell every intern on the first day is that their internship exists solely on their resume. As far as I am concerned, they are a full-time member of my team. For all the negative stereotypes about millennials, you would be astounded by how hard they work when they believe their contribution matters.” – Jay Samit, former Independent Vice Chairman of Deloitte

Imagine having the chance to hire talented professionals that know your organization, can assist in closing skills gaps, and have entered the workforce at a period when we have seen a mass shift of talent. Further, these professionals are known to some of your leaders and have demonstrated the capabilities and attributes that you desire. They get your business and you have seen a demonstration of their work ethic for a cost of next to nothing.

Why wouldn’t your organization take advantage of an internship program?

Every company on earth wants to recruit, develop and retain the best and the brightest. It is no great secret that internships are a superb recruitment tool. But as organizations evolve, internship programs can also assist in developing talent by ingraining the culture of the organization and providing insight into expectations. The interns likely know, and are attracted to, your mission and core values. These interns have worked on real projects, they get the real culture, and are interested in the work. They certainly are not there for the money.

As far as retention is concerned, these interns have likely had somewhat of a realistic job preview. They have seen the thrilling aspects of the business, as well as the more mundane necessities. Statistics and research bear out the fact that interns are likely to stay with the company. Beyond retention, you have seen how they work. Not only do they understand the company, but you have a glimpse into what they will bring to your organization. As an FYI, you don’t get that sort of known commodity from job interviews.

My personal experience has been that my internships were invaluable in determining what I DID NOT want to do with my career. I interned with a large wealth management/investment bank in two different locations. In each instance, I thoroughly enjoyed the interactions with business leaders. I truly appreciated those that would allow me to sit in on broader strategy meetings. It was in these meetings that my love for ideas was nourished. My experience fostered my natural curiosity, it nurtured inquisitiveness.

My greater realization became that the ideas and strategies were derived from and driven by people. Ergo, people were the competitive advantage for organizations. I developed a fascination with people interactions, and what personal and professional characteristics created success. Ultimately, the focus of my professional life has been based on the people function. It is what I love, and I am a big HR nerd.

Perhaps over the past few years, you might have had an opportunity to consider what is meaningful to you, and where you can give back. Perhaps you call yourself a “servant leader.” Perhaps you believe that you have valuable personal and professional experience that you would like to pass along or share. If any of that rings true, tell me again why your organization doesn’t take advantage of an internship program?

April is National Internship Awareness Month. Learn more.