October 5, 2021
In my post from August, we explored ways to attract and retain top talent in today’s challenging hiring market. This month, I’d like to dig a little deeper into one point I touched on — internships.
In tight labor markets, internships are an especially important (yet often overlooked) talent pipeline. But how can organizations develop effective internship programs, connect with the best schools, and capture the interest of top-performing students?
To answer those questions, I’d like to share a few recruitment strategies we’ve put into practice at Stamats. Collectively, our model is helping source talent for internships in:
Though you may not follow our example, it could serve as a good starting point for crafting a more effective and reciprocal internship program where you work.
Here’s how Stamats is using the power of relationships to creatively recruit interns across the country:
A few months ago, Stamats joined Handshake, a site that connects college students and recent graduates with employers. By eliminating the barrier between job-seekers, schools, and businesses, Handshake helps employers extend their geographic reach and recruit remote interns with specific skill sets.
Our team has used Handshake to connect with Kirkwood Community College in Cedar Rapids, Iowa and Portland State University — one of a few schools in the U.S. to offer a degree in search engine marketing. We outline the type of candidates we’re looking for and the schools act as an on-site search partner. It’s a win-win-win: Students secure paid employment, the college bolsters its internship placement rate, and finally, employers find the talent they need to grow.
Additionally, Stamats is taking advantage of a LinkedIn offer that allows members to post one job opening free of charge. We’ve used LI’s freebie to connect with internship candidates and others interested in part-time work. Response has been immediate and encouraging. When one position is filled, the post can be edited to reflect a new opportunity.
Everyone develops dozens of formal and informal business relationships over the course of their careers. At Stamats, we’re taking a second look at those connections and exploring ways to activate them to increase our talent pool. Specifically, we’re reaching out to:
The days of exchanging experience for free labor are waning. At Stamats, we believe compensating students for their time and talent is crucial to building a successful working relationship.
Paid internships not only improve the quality of the candidate pool, they democratize opportunity. Think of it this way: Unpaid internships limit your candidate pool to only those individuals who can forgo a paycheck for a semester or two. That approach can limit socio-economic diversity and diversity of thought.
For those launching a new internship program or revitalizing an existing one, I’d like to close by sharing two important tips from Amber White, Stamats Director of Human Resources.
Overall, new challenges demand new thinking. Stamats’ consulting and strategic planning services can help your organization thrive in an ever-changing marketplace. Call or email to learn more.
Read Next: Responding to College Vulnerability, Part 1