Put the human back in human resources. That’s been the call to HR teams for the last decade. In fact, what employees want is for companies to bring PEOPLE back into focus. Forward-thinking organizations, the ones at the top of the ‘Best Companies’ lists see their people as their greatest resource—their competitive advantage.
Progressive companies are moving away from traditional human resources models to ones that create a compelling and personalized employee experience. Much the same way businesses strive to deliver a superior customer experience to attract, engage and retain brand-loyal customers, organizations are leveraging technology to make the employee experience easier, more rewarding, and professionally fulfilling at every stage. They’re also leveraging the power of mentors to apprentice and engage new employees. Forget the old “employee/manager” model, it’s all-hands-on-deck to cultivate a rewarding work experience for EVERY member of the team.
In Part 3 of our blog series, It’s Time to Harness the Power of Your Interns, we’re exploring cultural and social connections at work and the role that mentors play in a successful internship program management solution.
A (R)evolution in People Management
A 2017 Forbes article notes that people management is in a state of evolution.1 Corporate HR leaders are applying a consumer lens to the HR function matching employee interests to projects AND to a community of mentors and leaders. Social engagement makes for a more fulfilling work experience, so tuning new employees into the culture of a company and partnering them with key team members, keeps everyone engaged and on the fast track.
Interns want experiences that are personalized, meaningful, and memorable. HR teams are leveraging digital engagement platforms like vi’s Internship and New Employee solutions, creating fresh new approaches to recruiting, working, coaching, and involving a broader team of leaders and mentors in the employee-development conversation.
A Focus on Retention
A 2016 study from the National Association of Colleges and Employers (NACE) found that candidates offered full-time employment following an internship or co-op assignment with the hiring company have higher retention rates than non-internship hires.2 Even employees who gained experience in a different company’s internship program didn’t outlast the hires who had on-the-ground experience in the hiring company’s program. At the 5-year mark, retention weakens unless there is a focus on team development and continued engagement.
Leverage Mentors to Connect Interns and New Employees to Your Culture
Mentors help move engagement mountains and provide the career development and growth that is essential to the overall experience interns desire. Employment and internship researcher Dr. Robert Shindell, notes that the most essential component of designing a comprehensive internship management program is the inclusion of a deliberate and detailed mentoring program.3 Mentors contribute directly to intern engagement, excitement and desire to convert to full-time employees.
Solutions that bring an expanded corporate social network together power strong engagement and more satisfying work experiences. Your future leaders bring new ideas and a fresh vibe to your organization while they learn the practical ropes from their mentors. Keeping your future stars on the fast track from Day 1 isn’t just about hiring them, it’s also about tapping into their enthusiasm to keep your company ahead of the competition. Leverage the power of mentors to excite, engage, and inspire your future leaders.
The Power of Three – Work Allocation, Real-time Feedback and Mentorship
As we draw a close on this 3-part internship program management series, remember to put technology to work for your organization. Revolutionize the way your team approaches people in the workplace. Consider these 3 core principles of a successful internship management program:
- Optimized work allocation
- Real-time, two-way feedback
- Mentorship engagement
Advanced solutions like vi Internship Program Management help you attract, hire, inspire, grow, and retain the talented individuals who make your company vibrant and competitive. We leverage technology and deep industry experience to connect new employees to your culture and help existing team members stay engaged. Using tested methods and technology-forward thinking, we cultivate real-time collaboration and communication on every project to inspire your team to lend their energy and enthusiasm to your company every day.
Don’t miss the full story. Follow our internship program management series here:
Learn more about internship program management. If you’d like more information about internship program management solutions, we’d love to help you. We can walk you through a demo, share customer success stories and case studies, and give you the resources you need to choose the right internship program solution. We’re ready to help, just visit our vi Internship Management page for more information.
1 Jeanne Meister, Forbes.com, January 5, 2017, The Employee Experience Is The Future Of Work: 10 HR Trends For 2017, https://www.forbes.com/sites/jeannemeister/2017/01/05/the-employee-experience-is-the-future-of-work-10-hr-trends-for-2017/#4b8b302120a6
2 National Association of Colleges and Employers, May 2016, Internship and Co-Op Survey
3 Dr. Robert Shindell, The Employer’s Guide to Building the Ultimate Internship Program, http://www.internbridge.com/total-internship-management-book