Summer programs present untapped workforce opportunity
Employers are already feeling the crunch of the much talked-about labour shortage. With the end of the school year fast approaching, employers should take advantage of the workforce students on summer break present by creating internship programs.
“What too few employers and organizations realize is that internships represent a tremendous untapped opportunity to create a strategic business advantage,” said Matthew Zinman, executive director and founder of The Internship Institute, which markets at turnkey internship system.
“Companies and non-profits can infuse their bottom line with valuable talent while addressing labour shortages, skills gaps, ‘brain drain,’ productivity deficiencies, and fulfill corporate social responsibility goals while yielding significant gains for the bottom-line.”
According to Zinman, organizations wishing to take immediate action to establish an internship program or improve an existing one should follow three key steps:
1. Define internal needs and wants: Companies should develop a job description based on defined needs such as projects involving research, writing, planning and online or telephone outreach.
2. Ask those in the know: Contact the career services departments of post-secondary education institutions in the area well ahead of summer to establish relationships and find out how to best recruit the right candidates based on defined needs.
3. Prepare internally: Internship programs don’t run themselves, but advance preparation is key.
“Any organization that hires college graduates or could benefit from an extra hand or second pair of eyes can turn an internship program to their advantage. All it takes is a little planning and creativity, and the interns can do the rest," said Zinman.
“What too few employers and organizations realize is that internships represent a tremendous untapped opportunity to create a strategic business advantage,” said Matthew Zinman, executive director and founder of The Internship Institute, which markets at turnkey internship system.
“Companies and non-profits can infuse their bottom line with valuable talent while addressing labour shortages, skills gaps, ‘brain drain,’ productivity deficiencies, and fulfill corporate social responsibility goals while yielding significant gains for the bottom-line.”
According to Zinman, organizations wishing to take immediate action to establish an internship program or improve an existing one should follow three key steps:
1. Define internal needs and wants: Companies should develop a job description based on defined needs such as projects involving research, writing, planning and online or telephone outreach.
2. Ask those in the know: Contact the career services departments of post-secondary education institutions in the area well ahead of summer to establish relationships and find out how to best recruit the right candidates based on defined needs.
3. Prepare internally: Internship programs don’t run themselves, but advance preparation is key.
“Any organization that hires college graduates or could benefit from an extra hand or second pair of eyes can turn an internship program to their advantage. All it takes is a little planning and creativity, and the interns can do the rest," said Zinman.
