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Agrimarketing : March 2015
The Scoop on Recruiting IS YOUR INTERN PROGRAM READY? W by Ashley Collins, AgCareers.com hat is the status of your corporate internship program? Are you providing a true internship program or a work experience? Internship programs are crucial for your company and our industry to build a pipeline of talent for the future. Those companies who truly commit to building an effective program will attract and maintain some of the best talent. Below are a few tips to help ensure you’re on the right track. Have a detailed project list prepared as you begin the search process. Students usually search for the “perfect” internship and they entertain multiple offers before making a final decision. In 2014, 53% of students reportedly debated between one to two intern offers and 30% reported considering three to five offers. The most desired internships provide real experiences and not meaningless busy work. Having a detailed job description and Upcoming AgCareers.com EVENTS Internship Programs that Yield Results Workshop April 14-15, 2015 Kansas City, MO North American Ag & Food HR Roundtable August 4-6, 2015 St. Louis, MO Military Recruitment Add-On Workshop August 6, 2015 St. Louis, MO For details and to register, visit www.AgCareers.com or e-mail: firstname.lastname@example.org. project list in mind will help you communicate with the students about their day-to-day activities and assure they know as much as possible about the internship beforehand, so both parties can make the right decision. Have students develop goals or contribution statements for their internship. As we stress the importance of having outlined goals and tasks ready for your intern when they come on board, it is also important to have them develop the same. Have students identify what they hope to gain from the internship as well as what they hope you, as their employer, will gain from having them on board. Schedule time at the end of the internship for interns to present their final projects. Interns spend a lot of time working on one or more projects for your company. Just as other employees value the opportunity to showcase their work, interns value that opportunity as well. Any manager who has worked with the student in any capacity, from the recruiting to supervisor roles, should be invited to be in the audience, as well as upper management and administrators. The giving of your time to listen to their presentations, through asking questions and sharing feedback, interns will see your company values the them, and the internship mission. Emphasize constant communication and evaluation of performance throughout the experience — not just on the last day. Millennials (the generation of students now entering the workforce), crave constant feedback. Begin your communication before their first day on the job. A growing problem many employers face is students shopping around for the best possible internship right up to the day they begin. Once you have a student who has accepted an internship with your company, send emails, and invite them to company gatherings and other events before they begin. On-boarding isn’t an overnight process. During the internship, as a supervisor, schedule weekly time to visit with the intern and discuss projects and/or progress and provide feedback. The extra effort on your end will provide a greater experience for the student and produce quality work for your company. Attend the AgCareers.com Internship Programs that Yield Results workshop to learn the building blocks of a great program; advice for coaching intern managers; and tips for leveraging the program for maximum return on investment. The workshop will be held in Kansas City, MO, April 14-15, 2015. To find out more and register, visit www.AgCareers.com and click on Employers > Webinars/ Workshops. AgCareers.com offers the Internship Benchmark Survey to help companies evaluate and benchmark their internship program against other agribusiness organizations participating in the project. The short surveys developed and administered by AgCareers.com are used at both the beginning and end of the internship. If you are interested in benchmarking your internship program contact email@example.com today. AM 8 Agri Marketing s March 2015
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