It doesn’t matter if you are a large or small business, creating and implementing an internship program could be overwhelming, but it doesn’t have to be. Here are some easy steps to start you on your way: 1. Create A Business Case As with any project planning, you want to clearly identify the end result and build a business case showing a positive Return On Investment (ROI). Here are a few questions to get you started: How will an internship program… Achieve project and busy season results? Support your entry-level hiring strategy? Save on recruiting and training dollars? Grow your company? Ensure key skills are not lost? 2. Conduct Research Do your research within your own company and industry, identifying best practices to gain leadership buy in. You may need to work with Human Resources to gain diversity and hiring demographics to justify your program. There are many free resources on reputable sites like the National Association of Colleges and Employers or the Society of Human Resources Management, as well as purchasable reports from other industry memberships. 3. Identify Program Structure There is no reason to make your program “unmanageable” in order to compete with Fortune 500 companies. Most large companies are government contractors that are required to conduct and track diversity outreach, subsequently increasing their diverse workforce. Their initiatives support both Affirmative Action Plan requirements as well as company overarching talent acquisition culture and diversity programs. Some Fortune 500 companies may have a department of one (1) but they have many other resources to support campus visits and school relationships. They also have deep pockets to...
Listen to podcast with Danielle Gruppo, CEO, InternAlliance, about the business of internships
Recruitment is a time consuming and costly process for organizations and poses a significant barrier for students and other applicants seeking positions, especially for those with diverse backgrounds. Current applicant to job matching systems require inordinate amountsof searching, data entry, management, and are not always accurate or up to date. Broadly, an embodiment of the present invention provides an improved system, method, and apparatus that identifies qualified applicants for a position, such as a job, internship, or program based on predetermined screening criteria for the position. The system also facilitates applicant identification of available positions matching their skills, abilities, and preferences based on the screening...
Can you afford these...
LOOKING FOR A SUMMER INTERNSHIP? USE THIS RESOURCE AND GET HIRED NOW
