Internships are all the buzz these days in the recruiting world. A lot of companies have told us that they are using their internships programs as feeders to their full-time hiring. Makes sense, doesn't it, especially if you are a large company and have one of these programs already up and running.
But what if you're a small company without a lot of resources to create and manage interns? Well, I never would have believed it myself until this happened at our company (we have about 100 employees).
We hired two interns in the fall of 2006 and they worked with us for most of the academic year. And this February, when we had a entry-level position open up, one of them naturally got the job. (1) We had already worked with her and thought she was great. (2) She is graduating this May so timing was good for both of us. And (3) we knew that she would get up to speed so much faster since she had already spent nearly a year with us.
Never in a million years would I have predicted things would work out so nicely. So yes our intern was a extra set of hands when our projects blossomed but having this pipeline (albeit two) of solid, tested talent really did make the urgent task of recruiting so much easier.
Download some tips that we gathered on how to recruit and manage an effective internship program.
Photo by Yodel Anecdotal
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