The writer is very fast, professional and responded to the review request fast also. Thank you.
Bryan
One size fits none
**whats already been done/what could be changed
-hone in on career pathing
-beef all these out
-what do we want education on? Comp?
TIMELINES
– When interns can expect conversations about their futures, it emphasizes transparency. This can be as simple as integrating the conversation into manager check-ins, or can be a talk with someone outside of your intern sphere, such as someone more involved in the hiring process.
And on the same topic of timelines, these conversations can provide opportunity for expectations from both sides. Not every intern and hiring process is the same, so having these conversations throughout the internship allows for expectations, for example, what opportunities are even available.
EDUCATE
Making sure that leaders are educated in the intern to full time process allows for interns to ask more questions, and to go even further than that, allows leaders to give information to interns before they even ask the question in the first place. Again, this emphasizes transparency!
Integrate Internal Career Pathing
Finally, by integrating an internal career path, it can help create structure to the unknown. Even if a one to one intern to full time path doesn’t exist, show opportunity in lateral movement, such as introducing interns to new opportunities and leaders who are looking to add new members to their teams. Also, it is possible that interns are at different points in their lives. Maybe some are rising Juniors looking for another internship, while another intern maybe someone who is already graduated and looking for a full time position ASAP.
Hiring interns is awesome! The company gets to see the interns in action before they are full time associates, and Interns tend to have higher retention rates then their non-intern peers. From the interns point of view, they get a job!
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