We have all looked at our staffing, either formally or informally, and tried to figure out how to fill the open slots. The next time you look at your organization chart and see that TBH (To Be Hired) staring back at you, consider an intern.
Interns can fill many roles in a company, and provide some valuable fresh thinking and perspective. What they can’t provide is longevity. So, consider interns for project-oriented roles, short-term positions, support roles and to handle seasonal spikes in workload.
One owner in a recent discussion group has a need for some semi-skilled to skilled technologists, and is considering interns to fill the positions. His questions concerned where to look for interns, and what is involved in the process.
The best and quickest sources for interns are the colleges in the area. Mentioned specifically were the University of Connecticut, the University of Hartford and Central Connecticut State University. To explore finding a good intern, it is necessary to connect directly with the school, and more specifically, with the program in the school that teaches in the area you need help.
Like A Job Posting
The school web sites have registration forms you can complete in order to begin the process. But, this is like a posting on a job site. If you want the best candidate, you need to make a connection with the professors who run and teach in the department. Link to the program and link to the professors – this makes it more intimate and affords better communication and understanding regarding the position, the skills needed and who might best fill the position.
Be clear and specific on your goals and the direction the intern will receive. The more specific you can be, the closer the match can be between student and requirements. The position you want to fill will dictate whether it is a “buyers” or “sellers” market. If you have a position where specific skills and talents can be applied, you can attract more easily those skills and talent. The more generic your position and requirements, the broader the pool of candidates, but the less specific the skill sets.
Internship lengths are usually one semester. Take into account this temporary time frame when considering an intern. Also consider the training time involved for the position.
Another consideration is whether you are looking to fill a gap in staffing, or whether you want to add value through the position. This will help you frame the job description and requirements, and help you help the school identify the best person for the role you need filled.
New View
One distinct value with interns is the generational perspective they bring to the business. As a general rule, younger generations are much bigger users of technologies, and are quicker early adapters of new technologies. This perspective can be valuable, particularly as inexpensive R&D on trends and leading-edge technologies.
Interns can also be a big part of a mentor or apprentice program for future full-time employees. College undergraduates will one day become graduates, and they are thinking now about the job they want or need when they finish their education. Hiring interns affords the student the opportunity to learn the real-world experience of the work environment, and affords the employer the opportunity to identify their next great hire.
Finally, finding good interns is no different than finding good employees. The best ones come from relationships and referrals. If interns can fill a positive and contributory role in the business, then establishing relationships with the schools, program directors and professors will help you find the best talent for the job.
Ken Cook is managing director of Peer to Peer Advisors, an organization that facilitates business leaders helping each other. You can reach him at kcook@peertopeeradvisors.com.
