Small Businesses: Three Steps to Integrate Internships to Develop Candidates for Future

The following is a Recruiting Blogswap guest post from Tahjia Chapman.

Small businesses can leverage the recruitment process by integrating successful internship programs into their companies. The process is simple:  develop an internship outline with objectives, provide students with career related experience, and recognize students whom excel within the program. The list is quite short, but the most innovative internships withhold these three necessities.

Small businesses can use an internship to create a funnel of talented recruiters for future employment with their company. Develop a program with learning objectives. The first step to integrating a successful internship is by developing a program with learning objectives.  While planning, the company must address its needs by surveying current staff of strengths and weaknesses. The survey will pinpoint aspects of the small business that needs improvement through human resource’s recruiting efforts. The best way to outline learning objectives (or milestones) is by evaluating the staff in each department of the small business. Without an understanding what the small business needs, the recruiting process may become blurred.

With this said, successful internships must provide a clear objective so recruits experience career options the company offers. Provide students with career experience. Innovative internships provide recruits with real career experience within their company departments. Small business internships inevitably provide project management opportunities related to student career objectives. The responsibility of the program is to yield a successful intern whom loves the work they pursue. A love for the work will ultimately develop a love for the small business’ culture and career options. Successful internships ‘mold’ their recruits by treating them like real employees instead of ‘temp’ staff.

More information on this strategy is available in The Best Practices for Creating and Managing a Successful Internship Program available at  by CollegeRecruiter.com. In the white paper, Steven Rothberg outlines the importance of allowing students to work independently on projects, managing real deadlines, and inputting their ideas to add fresh ideas to develop loyalty for a company.  Small businesses can create loyalty within their internship programs by inviting successful students back to their program. Recognize talented students within the program. Small businesses should recognize students whom excel within their internship programs. Make sure the recruits know they are welcomed and wanted within the company by inviting them back.  One indication of a loyal intern or prospective employee is the friendships the recruit develops on the job. Keep in touch with successful candidates through e-mail, post cards, or simple letters of interest. Students whom receive recognition from a company usually share their experiences with others – this builds the small businesses brand among college campuses. By recognizing the student, the small business will reinforce their opportunities into the student’s career objectives.



Tahjia Chapman is a writer for CollegeRecruiter.com at http://www.CollegeRecruiter.com, the leading job board for college students searching for internships and recent graduates hunting for entry level jobs and other career opportunities.

Article courtesy of the Recruiting Blogswap, a content exchange service sponsored by CollegeRecruiter.com, a leading site for college students looking for internships and recent graduates searching entry-level jobs and other career opportunities.