2. Workshop Outline
• Introductions
• Paradigm Shift
• Benefits of Hiring Interns
• Seven Steps to Success
• Resources Every SMB Needs
• Gen Y Challenges/Opportunities
• Resources to Recruit
• Email Marketing/Social Media Example
• Internship Dos & Don’ts
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3. Introductions
Nathan Green
• Co-founder campus2careers
• Co-founder of Austin Young Chamber
• Former GM of Pearson Talent Assessment
Elijah May
• Certified Email & Social Media Marketing
Expert for Constant Contact
• Chief Brand Officer at Internship Builder
• Creator of the Apprentice Marketing program
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4. Defining an Internship
An internship is:
• Academic experience and resume builder
• Key part of today’s undergraduate education
• Significant and substantial work
• Part-time (10-20 hours) to full-time
• May be unpaid and/or eligible for academic credit
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5. Theories on Internships
You have to develop
interns for too long before
they can add value
Gen Y is too difficult /
challenging to work with
You need an expensive
college recruiting program
to get good interns Interns are an
opportunity for
free labor
Internships are only for
the summer or a single
semester Interns are for getting
my coffee or filing 5
6. A Paradigm Shift
Workplace
Importance of
Orientation on
Experience-
Skills /
Based Learning
Professionalism
• Supply-demand • Internships now required
mismatch at many schools
• ROI accountability • Students looking as early
• PISD programs as freshmen year
Student -
Government
Business
Legislation /
Community
Involvement
Access
• 21st Century Skills • Awareness of SMBs
replacing 19th Century • Online channels to more
• City govt. efforts easily reach Students 6
8. Benefits of Interns
Benefits of Hiring Interns
Benefits of Hiring Students/Recent Grads
Build capacity and bench strength –
longer-term pipeline of loyal employees Benefits of Interns Specifically
Access to new expertise/skills, trends, Additional project capacity
and educated talent
Access to software, profs,
Less expensive than experienced research facilities
Easy to train/develop (moldable) Opportunity to evaluate for full-
Quick learners and multi-taskers time hire
Technical-savvy New resources all year
Hard-working, hungry Flexible work arrangements
Innovative/creative Flexible compensation
Fresh ideas and energy
The future of our workforce – get a
head-start
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9. Interning Facts and Figures
Employer Reasons for Offering Internships
Identify future
5 talent
10 Reduce resource
36 costs
18 Give a student an
experience
Access new skills &
perspectives
31 Other
Source: McCombs Class Project Survey (2010)
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11. Resources for Every SMB Needs
Resources Every SMB Needs
Top 10 Roles for Interns at SMBs
1. Social media
2. Online and email marketing
3. Bookkeeping/accounting
4. Research (grant, market, trends)
5. Graphic design
6. Programming (web and application)
7. IT support (desktop)
8. Sales support/customer service
9. Administrative/office management
10. Copywriting/editing
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12. Gen Y Good and Bad
Good
• Familiar with the latest business strategies, techniques, and technologies
• Fresh perspective and enthusiasm for even the most routine activities
• Access to software, research tools, and subject matter experts on campus
• Still believe they can save the world
• Appreciate the opportunity to learn from you
Bad
• Poor time management – often late or don’t keep to a set schedule
• Lack of patience – they want to change everything day one
• Lack of focus – they are always distracted or on their devices
• Finding the right incentives to get them to work more hours – they work to
live instead of live to work
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13. Motivators/Incentives
What Matters Most to Gen Y
Experience Interns
Rotational programs Build experience
Ability to take ownership Money to cover school
Team environment expenses
A mentor/coach A reference upon completion
Flexible work arrangements Class credit for experience
Connections/exposure in Free lunches on Fridays
the industry
Having work that they are
passionate about
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14. Resources to Recruit
• Single site for internship resources www.InternInDFW.org
• Citywide internship fair for start-ups, nonprofits and SMBs
at Omni Park West Hotel Tuesday Sept 4th from 6-9PM
– $25 admittance fee (most fairs charge $300+)
– Estimated 600 students, from 10 area colleges
– An evening event so its easier for you and students to attend
– Organized by industry so students can easily find you
– No booth “bling”, just networking with interested students
– Walk out with your intern who can start the next day
– Sign up and learn more at www.internindfw.org/
• Each school has their own FREE job board
• campus2careers – largest entry-level job board in Texas 14
16. campus2careers sample pages
Sourcing and Selection
Using campus2careers
• Create a profile – your own careers page
• Post the job description
• Review the top matches and view their profile
• Contact or be contacted by the top candidates
Using a school’s own site
• Register via the schools website
• Post the job description
• Receive a resume from interested applicants
17. campus2careers sample pages
Sourcing and Selection
Using campus2careers
• Create a profile – your own careers page
• Post the job description
• Review the top matches and view their profile
• Contact or be contacted by the top candidates
Using a school’s own site
• Register via the schools website
• Post the job description
• Receive a resume from interested applicants
www.campus2careers.com
18. campus2careers sample pages
Sourcing and Selection
Using campus2careers
• Create a profile – your own careers page
• Post the job description
• Review the top matches and view their profile
• Contact or be contacted by the top candidates
Using a school’s own site
• Register via the schools website
• Post the job description
• Receive a resume from interested applicants
19. Internship Dos & Don’ts
Dos Don’ts
Establish program parameters Hire without planning – easy to
and goals get these wrong
Develop clear roles Hire an “Analyst” or “Intern”
Start with discrete projects but position – need discrete role
connect them to big picture Take the “neighbor’s kid”
Hire for skills and fit because it’s easy
Complete orientation Leave the new hire in a cube
on an island – need interaction
Assign a single manager
Force your will on them – let
Assign a mentor / buddy
them explore OR
Provide training upfront - Invest
Let them linger and figure it out
Conduct early performance
reviews – need feedback
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