The competition to recruit quality interns is as stiff as the competition to find quality internships. Companies from around the country have representatives on college campuses who are working hard to sell their internships to the most promising students.
Once again Dr. John Sullivan of San Francisco State University provides a list of methods - culled from his article "Internships: Recruiting the Very Best College Interns." - to help you stand out in a crowd.
1. Offer short-term projects: Some students are reluctant to commit their entire summer to an internship. Whirlpool came up with a concept that gives students more flexibility by offering internships of varying duration that can be completed throughout the year.
2. CEO talks: Campus speeches given by company CEOs have achieved incredible results for companies like Microsoft, Google, and Ernst & Young.
3. CEO calls: Calls from CEOs or other company executives to targeted students with internship offers have been almost 100% effective for companies that have attempted it, Dr. Sullivan says.
4. Post a video: Use sites like YouTube to post a video about your company or that profiles your current college interns or new hires.
5. Use "green" recruiting: Gen Y is very environmentally conscious, so if your company recycles or has other eco-friendly practices, make it known to targeted candidates.
6. Offer technical training on campus: This gives students a hands-on education that will complement their academic studies. And it will give you a chance to screen potential interns or new hires in the process.
7. Conduct career seminars on campus: This gives you increased visibility and lets potential interns or new hires know what your company has to offer.
8. Make "same day" offers: HIghly sought after students should be given an offer within one or two days of interviewing. This will prevent their going to a competitor because they're frustrated by the delay -- interns blog that waiting is one of their biggest pet peeves about the internship recruiting process, according to Dr. Sullivan.
9. Rewrite your internship descriptions: Write your internship descriptions like advertisements, emphasizing your company's best qualities.
10. Provide students with choices: Don't scare candidates away with rigidly structured programs. Be flexible in terms of "projects, locations, the duration of the internship, or which business unit", says Dr. Sullivan.
11. Write a blog: Blogs and podcasts are all the rage with college students these days so Dr. Sullivan suggests "having a recent hire, intern, or manager write a periodic blog that addresses college student issues" as a way to make your company more appealing.
12. Provide "local" internships: If your company has an office in the town where you're recruiting, allow students the option to do an internship there, instead of being forced to relocate.
13. Do "wow!" things: Try following Google's lead by doing something totally over-the-top like sending free pizza to the dorms or student lounge during final exam week, Dr. Sullivan recommends, adding that you should make it notable enough to be featured in the campus newspaper.
14. Offer video interviews: It's not always easy for students to interview on site. Be willing to allow a quality candidate to conduct an interview by video or over the telephone.
15. Hire interns early in their academic career: Competition for seniors is tough. Since students are encouraged to start doing internships as early as sophomore year, why not take advantage of the opportunity to attract the best candidates ahead of the competition.
16. Hire them both: Because college students often develop close relationships with their peers, take a chance and hire not only your chosen candidate, but his friend, too. Dr. Sullivan says this makes it more likely that you will get the best interns.
17. Check your negatives on the Internet: It's vital to keep up to date on what's being said about you - good and bad - on the Web because "your image can be tarnished very quickly," Dr. Sullivansays. He recommends visiting vault.com because it is a commonly used source of information for college students. And address any negative comments right away before they've had a chance to solidify in the minds of candidates.
18. HIghlight internships on your corporate career Web site: Make sure that internships are featured on your company Web site and that the message on your site is consistent with what you're pitching on campus.
Always remember that your best candidates will be researching you as heavily as you will be researching them. As long you're honest and straightforward about what they can expect from your company, you should do well on any campus where you're recruiting, and with time, your reputation as a good choice for internships and entry-level jobs will grow.
