Each IMPACT Awards season, I am always impressed to see the number of Intern of the Year nominations that either mention the employer offering the intern a full-time position, or that the employer plans to offer the intern a permanent position after they graduate.
From the intern who strove to finish his case study with zero errors, to the intern who helped complete a large IT project two months ahead of schedule, employers are realizing that some of their best talent lies within their internship program. And, with Indiana’s unemployment rate being close to zero, this couldn’t be a better time for that realization.
According to Glassdoor, it takes the average U.S. employer 24 days to hire a new employee. By using an internship program as a talent pipeline, companies wouldn’t have to worry about that waiting period to fill entry-level positions. Plus, internships are a trial period that can …
Firdas Abamislimova is a senior at IUPUI’s Kelley School of Business. She is studying Management, HR and International Studies.
Can you believe Thanksgiving has come and gone?
It seems like I interviewed for my internship with Milliner & Associates (M&A) just a few weeks ago; the time has passed quickly for me.
As the Fall season winds down, this is a great opportunity to contemplate all the things for which we can be thankful.
Here at M&A, we started celebrating Thanksgiving a week before the holiday. On November 19, our team had a pitch in, where everyone shared their homemade goods to show appreciation for each other. In order for our associates to spend a little extra time with family and enjoy the holiday, our office worked a half day on Nov. 25 and was closed the rest of the week. What a great opportunity for a family get-together!
Ashley Hager is a fall intern with Milliner & Associates, a staffing and recruiting agency for accounting, finance, HR and administrative employment positions.
Stress. Overload. Pressure. Worry.
These are a few words that come to mind when I think about working 20 hours a week and taking 18 credit hours this semester.
You know what, though?
Experience. Mentor. Learning. Opportunity. Thankful.
These are a few words that come to mind when I think about my internship.
Still to this day, an entire month after my first day, I am shocked that I get to work at Milliner & Associates for a whole semester. This is an amazing opportunity.
I wake up at 5:30 a.m. and get home at 9:30 p.m. from my evening classes. I have never had problems with time management before. I’ve also never really had a full schedule like this before either. It is hard finding time …
From Inside INdiana Business
It’s easy to list specific reasons why an organization should start an internship program: increased productivity, enhanced creativity, effective recruitment – to name a few. But it’s the coveted notion of saving time and money while getting quality results that’s music to the ears of any employer.
In fact, these days when hiring for a full-time position, some organizations may not have the time or financial resources to recruit a seasoned individual. According to the National Association of Colleges and Employers’ (NACE) 2010 Internship and Co-op Survey (based on 235 employer responses), 83% of employers said that they use internship programs as a tool for recruiting entry-level talent, an increase of approximately 5% from 2009.
NACE’s survey also indicated that 44.6% of respondents’ full-time entry level hires from the class of ’08-’09 were from their internship programs, an increase of approximately 10% from the prior year.
Entry by Pat Patterson
Career fairs are fast-approaching – are you prepared to market your organization? Regardless of whether you are a large or small organization, career fairs are a great opportunity to recruit new talent:
“Think about all the money AT&T, Coca-Cola, and Ford Motor Company put into national advertising and promotional campaigns,” explains Keever-Watts, president of The Keever Group. “In the arena of college recruiting, however, any company can be a ‘big fish’ on campus.”
She points out that this is due to employers dealing in a much smaller, more confined market. In addition, Keever-Watts adds, the target audience—which is composed of students—is buying what the employer is selling.
“To make things even more favorable, it’s an employers’ market, which means that students are casting a wider net when it comes to finding a job,” she notes. “While the economic downturn hurts us …
Entry by Pat Patterson
Attend one of three nationally recognized recruiting seminars about successfully implementing internship programs to utilize affordable college talent. Indiana INTERNnet has partnered with Intern Bridge to deliver the Indiana INTERNnet Total Internship Management Roadshow in the following locations:
January 18, 2011: Fort Wayne, IN
January 19, 2011: Indianapolis, IN
January 20, 2011: Evansville, IN
The workshops are designed to help employers build world-class internship programs that have a direct impact on your organization’s bottom line. The workshops will introduce attendees to best practices for building a talent pipeline through the use of effectively managed internship programs. Whether your organization is considering hiring one college student, or one hundred, these workshops will demonstrate how to do it creatively and efficiently. Based on just-released data from over 100,000 students attending 500+ universities nationwide, the programs will provide key data and metrics surrounding topics such as supervisor …
Entry by Pat Patterson
Your organization’s brand determines its reputation, which will in turn determine how well your organization will perform. Therefore, it is important to periodically ask yourself if you are effectively doing all you can to take charge of your brand. Even if you are not hiring interns or employees for the fall, consider attending campus career fairs to spread awareness of your organization and its future work opportunities.
Consider these results from NACE’s 2010 Recruiting Benchmarks Survey, citing career fairs as the most effective branding tool:
More than 90 percent of employers taking part in NACE’s 2010 Recruiting Benchmarks Survey cited branding to the campus as very important to their program. In addition, more than 90 percent cited career/job fairs, the corporate web site, and building relationships with key faculty as the tools and activities they use to build their brand. Nearly two-thirds of those using career/job …