7 ways employers benefit from internship programs, even if interns don’t become full-time employees was originally published on College Recruiter.
College students are looking for internships this year, and some interns will secure full-time employment with the company for which they intern. Others will go back to the job search, seeking a new job with a different company.
It can be a dilemma for employers: Can we keep our rock star interns and hire them permanently, or do we let them go and watch them succeed somewhere else? That’s not always the best way to look at it.
“Regardless if you are able to add a talented new college grad or entry-level employee to your staff, employers should always remember the best internships are those that are well-designed, have specific goals, and set appropriate expectations for the interns that are hired,” says Bob LaBombard, CEO of GradStaff, a company that serves as a career matchmaker for recent college graduates, and companies that are looking to fill entry-level jobs.
Translation: If you can’t hire an intern for a full-time job, all is not lost. Here are seven reasons why:
1. Strong Internship programs create a buzz/build your brand
“Given the enormous growth of social media, the best internship programs are important tools in enhancing and expanding the brand image of the employer on campus and in creating positive buzz about the company,” says LaBombard. Interns talk. They spread the good – and bad – about your company. Treat them well, and your business – and reputation – will benefit.
2. Internships help recruit for future job openings
Every business has specific business goals and needs when hiring interns. Larger companies tend to use their internship programs as a way to evaluate interns for current or future employment (such as after graduation), while small and medium employers are more likely to hire interns to accomplish specific goals, like completing a well-defined project or to cover staff for the summer vacation season, says LaBombard. Both are crucial to business success. And so is treating interns as you would any other employee.
“Even if full-time jobs will be only offered to a small subset of total interns, it is essential that each intern feels that she or he benefits from the experience and was treated fairly,” says LaBombard.
Can’t hire that intern now, don’t fret.
“Hiring needs can change rapidly, and that intern may soon be on your radar when seeking to fill a future opening,” says LaBombard.
Or, if that intern has a positive experience, they may seek to apply for other future job openings even after they have received one or two years of experience elsewhere.
3. Internships build networking and business opportunities
If your intern goes on to do great things, and had a positive experience with your company, they may come back to seek your company services in another role, mention you to clients or vendors, or seek to partner with your business for future projects. You may be developing a future business partner.
4. Develops strong pipeline of future talent
Did you hire a number of interns from one college or university? Did they have a great experience, but had to move on to other jobs? Don’t worry. These students will go back to their campus career center, professors, or peers, and reference the positive experience they had with your company. That means students from that college will be sure to keep your company at the forefront when seeking future internships, or full-time employment. Be honest and upfront with interns and keep lines of communications open about their performance, future opportunities, and next steps. This will ensure they view your company as a best place to work, and a place they would consider working for in the future. And a place they recommend to peers, professors, and campus career counselors.
5. Interns can make a positive impact on corporate culture
New ideas. New personalities. A new outlook. Those are all traits interns can bring to a department or business. This can help improve a company’s corporate culture, especially for employees who may be stuck in a rut. Maybe that new intern helps bridge some personality gaps and brings a team closer.
“A positive corporate culture is attractive to potential future hires,” says Bill Driscoll, District Presidentat Accountemps. “As much as possible, strive to develop a positive work environment where interns make the most of their skills and are exposed to different departments so that they will view the internship as a positive experience.”
6. Internships provide a way to get candid feedback about the company
Before saying goodbye to interns, make sure to conduct an exit interview. “It’s important for companies to part ways professionally because there is a chance you may work together again in the future,” says Driscoll. But take it a step further – use the exit interview to learn about areas where the company could improve or concerns that come up. These are things full-time/permanent employees may never share.
7. Helps understand true cost of recruiting and retaining employees
Don’t think you can afford to hire an intern right now? Can you afford to let that internship go to a competitor, or can you afford to spend more money to recruit and train a new employee in the future? That star intern already has experience with your company and can move right into a full-time role without missing a beat. This saves on the costs of recruiting and hiring a new employee, and keeps business moving forward, producing results with the intern who is now a full-time employee and that is already trained in and understand their role and the company.
An intern isn’t the only one getting invaluable experience and training. Employers can also benefit from hiring interns, even if they don’t become full-time employees.