Finding talented interns with the skills to shine at your startup is tough to accomplish and, yet, it’s integral to the success of your company. Do not hire interns strictly in an attempt to obtain free labor — if you are not careful doing so can easily spiral out of control and cause a lot more harm than good. Below is a list of five great ways to increase the likelihood that you recruit and retain a slew of talented individuals.
1) Leverage Local Universities
You would be shocked what you can accomplish from a simple call to local university career centers. I recently implemented a plan to recruit a handful of interns to compete in a sales competition. Upon launching said plan, I contacted four local universities — NYU, Baruch, Pace, and Columbia. Within two days, I had meetings set up with the person in charge of campus recruiting at three out of the four.
I used these meetings to express my interest in recruiting great candidates as well as providing a valuable learning experience for these soon-to-be nine to fivers. During my meetings, I outlined the plan I had put in place to train sales interns and support the development of specific skills. The response from the career center professionals was ecstatic. They were so excited to help me fill the positions, most gave me tips on how to navigate their recruiting process and some went so far as to tell me they would personally recommend candidates.
2) Get involved
Some of trade secrets given to me by my career center comrades came in the form of invitations to networking and recruiting events that were not open to just anyone. I cannot stress how important it is to get invited to and attend these events. Getting face time with students is key to attracting the right people.
Further, today’s talent is content driven which is why you will want to post on career center blogs. Proving that you are a legitimate expert in your field will make your company more attractive to work for and will show prospects that you mean business (pun intended).
3) Who To Recruit?
Search for talent with unique characteristics and diverse educational backgrounds. Look to IDEO as an example. Since its inception in 1991, IDEO has been one of the world’s leading design shops. They continually beat the street because they put together a dream team of talent with a wide range of skills which come together to foster a creative and innovative working environment. However, the one characteristic every candidate must have is drive. I refuse to hire average employees and you should too. Each candidate must have the desire not only to succeed, they need to believe in the company and want to crush the competition.
4) Add Value
Providing interns the opportunity to participate in a structured training program will set you aside from the rest of the pack. My interns do not know how I take my coffee let alone where my dry cleaner is located (yes… I am making fun of you, Conde Nast). I give my interns assignments they would get at a full-time job.
Coming up at global financial institution, I understand what it is like to participate in a formal training program and I know how beneficial the experience can be to one’s career trajectory. Give your interns a chance to have real responsibilities and I promise you they will rise to the occasion.
5) Create a Fun Working Environment
Having fun at work should be a requirement. Studies show that when an employee enjoys what they do, they are up to three times more likely to succeed. A couple of ways to make work fun include holding competitions for specific measurable tasks, offering perks to the entire team, and having regular company outings. All of these help to drive employees to push themselves and increase morale at the same time.
So there it is; follow these 5 rules and you will never recruit another dud nor lose another all-star.