One of the reasons many businesses bring on interns is the intention to hire them into the enterprise full time if their work during the internship is impressive. But, of course, it isn’t just the company’s decision—the intern must also be impressed enough to stay.
The first few weeks of an internship are critical to demonstrating the way the business works and letting the intern know that they are welcome there. The onboarding process is the ideal time to show the value and trust the company puts in their team, so nine members of Forbes Human Resources Council explain how businesses can best improve their fall onboarding procedure to welcome interns to the company and make sure they’re interested in staying once they get there.
1. Offer A Unique Onboarding Experience
Consider offering your interns a unique onboarding experience that includes introductions to key leaders and past interns who have been successful in growing with the company. This approach will give them an opportunity to network and identify those they may share something in common with and, therefore, give them a more personal experience during their internship. - Becky Sawyer, Sentara Healthcare
2. Prepare Training And First Day Agenda In Advance
Don't make interns feel like an afterthought. Prepare and coordinate the training and introductions to other team members ahead of time so when they walk through the door they have a similar onboarding experience as your full-time employees. Added bonus: Onboarding them well the first time around helps make the transition to full-time employment smoother for everyone! - Courtney Mudd, Influence & Co.
3. Introduce Them To Other Departments
During the onboarding process, employers should carve out time to introduce interns to different departments within the company, as well as allow them to spend time with someone from each department in order to learn their functions and duties. Not only will this provide a deeper understanding of the company, but it can also introduce interns to roles for which they may be better suited if hired. - John Feldmann, Insperity
4. Give Them Security Around Their Future
Employers forget that their employees will already be thinking about their next move, especially in an internship. By explaining what opportunities will exist after it ends, how they can find out about them and how they can ensure they are eligible, you will give them more security. The knowledge that the company has a long-term view for their career will create a very positive experience. - Karla Reffold, BeecherMadden
5. Treat Them As One Of Your Own
Interns want real work and to make a real impact. Onboarding them should be no different than when onboarding regular employees. Having separate fun-focused events just for interns is great and allows them to create lasting memories with new friends, but you should be embedding interns into the real work and culture as soon as possible for impact and lasting impressions about the company. - Kelly Loudermilk, Academic Impressions
6. Tee Up The Internship As A Trial Run
First, it's extremely important to know if the intern will in fact have an opportunity to come on board permanently if things go well. If that opportunity is there, then tee it up that way from the beginning when you are interviewing people. Let them know the possibility after the internship is over, which is basically saying the internship will be a two- to three-month trial run to come on board permanently. - Evan Lassiter, Contino
7. Start With The End In Mind
Start with the end in mind! When recruiting interns, have a clear idea of what the person is expected to accomplish during their time with your company. When the outcome is defined, it is easier to back into what the experience and activities will be throughout their time at your company. This sets them up for success from the moment they arrive. - Diane Strohfus, Betterworks.com
8. Assign An ‘Onboarding Buddy’ To Each Intern
The transition from intern to full-time employee can be nerve-wracking. Therefore, it is important for business leaders in collaboration with HR to identify a knowledgeable and experienced employee who will serve as a friend, coach and mentor to the intern. The buddy should introduce the intern to key employees and leaders in the department and provide coaching on navigating the company culture. - Ochuko Dasimaka, Career Heights Consulting, Inc.
9. Ask Previous Interns For Feedback
Creating a sustainable talent pipeline will continue to separate organizations and, as such, onboarding talent remains critical. Companies can improve intern onboarding with a simple practice of asking prior interns how their experience could have been improved. Implement it. In addition, companies should build plenty of social networking opportunities and consider weekly intern/leader lunches. - Maximo Rocha, CSG Systems Inc
