It is becoming more difficult for companies to convert interns into full-time hires. Companies need to re-assess how they structure these programs in order to maintain a good return on investment.
The most recent sources of hire survey by CareerXroads found that of the interns who companies wanted to hire at the end of internship programs in 2013, only 32 percent accept their offers. In the words of the survey’s director, Gerry Crispin, “I’m not sure training two thirds of my interns for someone else is good ROI.”
This low offer-acceptance rate may present a unique opportunity for companies to differentiate themselves, and to benefit from the new generational factors that influence an interns’ decision to join a company full time.
Focusing on Feedback and Technology keep reading…
What’s the difference between university and experienced hire recruiting?
It’s more than just the age of the applicants.
The purpose of university recruiting is generally not to immediately fill a job or internship. It is to build your employment brand on campus in front of students who will apply to your company’s entry-level job or internships … eventually. It is about keeping track of the students you want to attract and then putting on your marketing hat to continue your brand engagement with them.
One way to make that happen: keep reading…
In a previous article, we described the keen interest in employment in the public sector by millenials. Federal employment provides many of the most important attributes that students identify as attractive for their careers. This is evidenced by federal agencies being chosen among the top “ideal employers” identified in Universum’s student survey of tens of thousands of college students: the Federal Bureau of Investigation, National Institutes of Health, Peace Corps, Department of State, and NASA, to name a few. However, despite the appeal of public sector careers, most government agencies are quite inefficient in their recruiting and selection processes and consequently lose many top candidates to the private sector.
Compounding this handicap is the fact that the job market for new campus graduates has heated up once again. According to the 2014 National Association of Colleges and Employers survey, employers plan to increase their hiring from the class of 2014 by 7.8 percent for their U.S. operations. While the job market is certainly tough for some recent graduates, the most sought-after candidates are receiving multiple offers with higher salaries. Agency recruiting and hiring practices must change to effectively for the desired talent.
Here are 11 suggestions that the public sector might deploy that parallel successful practices in the private sector: keep reading…
At ah HR event earlier this month, I advised organizations on adding more social media to their 2014 talent acquisition efforts. Since then, I’ve heard from many organizations who told me, “We’ve assigned our intern to handle that.”
That’s a mistake. Here’s why. keep reading…
Many exceptional students probably do not attend the schools that you visit
If you assume that the best students only attend the top ranked schools, you are making a big mistake. keep reading…
With the recent headlines shining a light on the corporate exploitation of interns, it’s shocking to me that some firms are auctioning off internships in the name of philanthropy. Imagine, a wealthy family of a college student or recent grad actually “making a donation” to get their kid’s foot in the door.
It’s true. Big name movie studios, glamorous fashion houses, private academic institutions, and highbrow publishing companies are just some of the many organization that have auctioned off internships — paid or unpaid — via Charitybuzz.com, the online auction house.
According to an article in U.S. News and World Report, internship auctions have “… brought in big money. In fact, one posting billed as the ‘ultimate intern experience’ gave one bidder a 12-week-long internship … for $85,000, making it the most expensive internship ever sold on the site.”
Some of these internships are really job-shadow experiences while others are actual hands-on work. Regardless, these internships are appearing on the resumes of those wealthy enough to afford steep donations, which are generally $1,500-$5,000 in value.
The first question that comes to mind: When they interview for their first “real jobs,” do these privileged students reveal the fact that their internships were unearned? The answer: Of course not!
Here are five other questions to ponder with regard to internship auctions: keep reading…
When you see a conference session titled Straight from the Source: What’s Really on the Minds of the New Generations of Top Candidates, well, it’s something you just have to hear.
Add in that fact that it is being led by Gerry Crispin and Mark Mehler of CareerXroads, two very smart and savvy guys, and you can see why this not only played to a full house but was also a great way to kick off the second full day of the Fall 2013 ERE Recruiting Conference & Expo in Chicago.
The charm of this session — and it has been done at ERE conferences before — is that it gets bright, young in-demand job seekers (and some are newly hired) to talk about just what it is that they have experienced as interns and first-time job seekers, and how that plays with people of their generation. keep reading…
Successful engineering internship programs have one thing in common: they simply ignore the word “intern.” From the recruiting process, entrusted workload to valued feedback loops, companies that invest in their interns as if they’re long-term hires believe they have better results. As Jade Rubick, engineering manager at New Relic says “the basic rule in my book: don’t treat interns like interns.”
Here are some key attributes shared across the top engineering internship programs at today’s tech companies and startups. keep reading…
Welcome to the halfway point of summer. Are you tired of your intern yet?
If there’s a survey on that, I haven’t seen it, though there’s a survey about almost everything else. But from my own experience, this is about the time my colleagues would confront me with, “How much longer before this kid goes back to school?”
(I managed our intern program, but, corporate life being what it is, played no part in hiring the interns, which, I am legally bound to say, we paid.)
What reminded me of that is this video, which has absolutely nothing to do with student internships, other than that the female lead in this little novella is so very much like an intern I knew. keep reading…
When it comes to recruiting and hiring interns, the best candidates aren’t always located within a 25-mile radius — or even the United States. Sometimes the candidates with the most experience and fit for your company culture are located across the globe.
In a recent InternMatch survey, 56 percent of companies reported they don’t hire international interns. The initial challenge of expanding their intern recruiting and hiring to other countries may be what’s turning them away. But with only 10 percent of companies sharing that they feel their internship programs are highly diverse, taking on international interns could be hugely beneficial for increasing diversity and global perspective for your company.
Consider adding international interns to your internship program roster. It’s worth the work. Here are a few of the benefits and challenges of hiring international interns: keep reading…
Last weekend I had the pleasure of seeing the witty comedy The Internship starring Owen Wilson and Vince Vaughn. I went to this movie to experience the dynamic duo from the Wedding Crashers again, but I discovered the movie paralleled an important aspect of my job as a recruiter and university recruiting subject matter expert.
When the general population hears the word “intern,” they often think of the 21-year-old you recruit to file your papers, get your coffee, and complete those other tedious tasks you’d rather not spend your time doing. While this stereotypical view of internships has evolved, there are still internship programs in need of revamping. And The Internship provided some fresh ideas about how to do that. keep reading…
Unpaid internships have been a dicey proposition for employers for almost as long as the Fair Labor Standards Act has been on the books.
For the first several decades since Congress adopted the law in 1938, the disputes were largely about employer training and apprenticeship programs and whether those trainees who weren’t paid were employees. If they were, they had to be paid and they were subject to other wage and hour rules.
These days, the issues almost all are about corporate internship programs, and whether the college students — and recent alums — have to be paid. If your company pays, even if it’s just minimum wage, you have nothing to fear from the Department of Labor’s Wage and Hour Division.
For everyone else — and that’s a fairly significant one-third of all internships – this week’s decision against movie company Fox Searchlight should give you reason to evaluate the nature of your program and how it is actually being administered by supervisors.
It’s all well and good to declare in your internship materials that you provide training, hands-on experience doing real work, regular evaluations, and the like. But if the interns’ direct supervisors turn them into mere gophers, provide little or no training, and have them fill-in for regular employees who leave, you have a potential lawsuit in the works, even if the students say nothing. keep reading…
While the debate rages on about the future of the resume, there’s angst, but not as much, over the destiny of the cover letter.
A year ago Fortune asked “Are we killing off the cover letter?” The answer, at least according to the survey the article references, is a resounding yes.
Earlier though, Ruby on Rails creator and 37Signals partner David Heinemeier Hansson insisted, “A great resume will get you not-rejected, a great cover letter will get you hired.”
But compared to the “Resume: Love ‘em or Leave ‘em” controversy, the cover letter discussion comes down as more Solomonic. Four years ago, ERE’s founder and chairman David Manaster analyzed the relevance of the cover letter in the (then)-still-dawning age of social recruiting, summing it up this way: keep reading…
average intern hourly wage rates, by class
Typically, interns are paid an hourly wage determined by degree level, class year, and academic major. Interns usually fall into the “non-exempt” category due to the nature of their positions. Seniors, according to the 2012 Guide to Compensation for Interns & Co-ops, earn 26.3 percent more than their freshman cohorts. A master’s degree intern is paid 35 percent more than a bachelor’s degree intern.
Students earning engineering and computer science degrees are usually paid higher wages than students in other disciplines, regardless of class year. At the high end, senior engineering students averaged intern wages of $20.79 per hour. Computer science/IT interns earned $19.10 per hour. On the other end of the scale, senior agriculture majors picked up $15.71 per hour, among the lowest average hourly pay rates.
A word of caution: Your interns will talk amongst themselves, so apply your pay scales consistently. keep reading…
Recently, NBC News announced that it would begin to pay its college interns because the network hopes to attract more minority talent.
If you pay your interns, you get a much larger candidate pool. You get students whose parents can support them while they work for free, plus talented students who need to earn tuition money for school.
Who pays their interns and who doesn’t pay their interns? Is it fair to expect a college student (who may have huge educational loans to repay) to work for free or for “the experience?” Does paying an intern pay off for employers?
Here’s your answer, based on research from the National Association of Colleges and Employers. keep reading…
An IT recruiting tool. An internship community. A new branding/careersite company. A video interviewer.
A website for “challenges” students can take, leading to a job.
And, two big new launches from the applicant tracking company Jobvite.
All below. keep reading…
Bob is the kind of guy people don’t look at twice. He’s described as a family man, quiet, and inoffensive. For years he got stellar performance reviews, describing him as “the best developer in the building.”
But Bob had a secret. Years ago he had outsourced his job to China. Instead of slaving away writing software code, Bob spent his day surfing the Internet. Investigators discovered what Bob was doing only because his Chinese contractors regularly logged into the company’s network. When they dug through his work computer, they discovered “hundreds of .pdf invoices from a third party contractor/developer in (you guessed it) Shenyang, China.”
As they dug deeper, the investigators reconstructed a typical Bob day: keep reading…
Those looking to get other songs out of their head can enjoy a Gangnam parody, courtesy NASA interns.
NASA Johnson Style, as it’s called, has racked up more than 4 million views — quite a bit even for an organization used to big responses. The students who created it are in the Pathways Intern Employment Program at Johnson Space Center in Houston.
An intern from North Carolina State University is one of the stars; a Penn State intern is the editor; NASA astronauts provide cameos.
If you want an internship that involves making coffee, and then making some more coffee, this internship’s not for you.
That’s the message from this music video called Hire Me, Maybe, whose chorus will be stuck in your head longer than you want it to. It was made by interns at the eyewear designer-distributor ClearVision; I thought I’d pass it along since quite a few ERE readers ask about interesting careers-related videos (Julia Gometz, formerly with JetBlue, pointed this one out to me today).
ClearVision looks for interns who, among other qualities (interpersonal skills, leadership, communication skills — you know the drill) have a GPA of 3.3 of above. Interns participate in workshops like one on “the Science of Shopping” and another on left- vs. right-brain thinking. They also do community service work, such as at a camp called Kehilla, for kids with social/emotional/learning challenges.
The song was inspired by Carly Rae Jepsen’s. It’s about three minutes long, below. keep reading…
A new “matching” site, a new social media/employee-referral site, and the negatives of stripping.
Yes, it’s our regular roundup of recruiting and HR happenings, below.