Attracting great interns is worth the effort!

Attracting great interns

A good internship program is a powerful weapon in the war on talent. Those organizations that have the vision, determination, and skill to select, attract, and grow great interns are the ones that will harness the communication, leadership, and innovation benefits of tapping into Gen Z before their competitors. And according to research, they’ll also benefit from lower employee turnover.

Why attracting great interns is worth the effort

According to the National Association of Colleges and Employers, full-time employees hired after completing internships are up to 20% more likely to stay at their company, with many continuing well beyond the average two-year tender and into year five.

We think a 20% retention boost alone is worth the effort!

But so are the other benefits of hiring interns including all the new ideas and fresh energy they can bring to a company, as well as the financial benefit of hiring young employees and training them in-house.

Another benefit is that, by the time they complete their internship, the ‘honeymoon period’ is over – meaning that you know them (including their strengths and weaknesses) and they know you (including your company culture, prospects for development, and benefits) – which means that both sides are in a better position to judge the ‘fit’ of employee to organization.

What do interns want from you?

Talented graduates from prestigious universities are in high demand – and they know it. They also have a good idea of their own worth, as well as the ability to research your competitors and start their job hunts using platforms like LinkedIn.

To give your organization the best chance of success in attracting great interns, consider the following:

  • Offer them a competitive salary
  • Explain how their careers will benefit from time at your organization
  • Offer attractive training and development opportunities
  • Offer them plenty of networking events, both internally and externally
  • Create a two-way feedback loop to ensure that both parties are continuously learning and developing

Don’t be afraid to set the bar high

Great interns are rare. They are high achievers who are looking for the chance to show their value. Creating internship adverts and role descriptions to disparage weak candidates while appealing to strong ones will save you a lot of time, money and effort. After all, we’d all rather invest in a few talented and ambitious interns than in a load of mediocre ones.

You might like: 4 ways to power employee retention with interns

Stop Losing Great People

If you’d like more information about what intelligent, tailored internship management and retention solutions can do for you, we’d love to help you. We can walk you through a demo, share customer success stories and case studies, and give you the resources you need to choose the right solution for your organization. We’re ready to help, contact us for more information or connect with us on Twitter and LinkedIn.

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