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Internships:
Introduce the Company to the Millennial Workforce
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By Weston Davis
A great internship program is the best way to find, work with, and hire tomorrow's most talented people. You'll connect with young people, their friends, and their parents. You’ll burnish your corporate reputation and achieve a higher corporate profile in your community. You’ll get to know candidates who you may want to hire full-time in the future. A good intern will offer innovative ideas and approach your industry with fresh eyes. All this for much less than you'd pay a full-time employee. Any company, regardless of size or resources, can run a great internship program. So how do you get started?
The first step is to start planning the internship before the spring flowers are in bloom. Most college’s and universities end their spring term between mid-May and mid-June. And the top people will want to have their summer plans in place before the end of the spring term.
The internship plan is much like a job description with a few extras. It should include clear goals; plenty and various work to do; the opportunity to learn; and good people to learn from. You might also include what you want to learn from the intern, for example – new web-based marketing strategies or the latest ideas in design or engineering. Don’t forget to consider the intern’s pay. There are unpaid internships, of course… but unless you’re a non-profit dedicated to helping babies or cute animals, the unpaid interns you attract will only be there because their parents are making them. These are the people that you'll be hiring one day-- so why not start with a competitive entry level offer?
Next you’ll need to attract high-quality applicants and have method to screen, sort and manage these applicants over a few months. Most schools offer free postings and other help connecting students to available internship opportunities. Be sure to contact the career centers of colleges, universities and trade schools near you. Remember the Millennial Generation prefers online communication strategies, so NewHire will give you a leg up as you start the conversation about the internship opportunity.
As summer nears, and you interview and select your candidate, review your internship plan. Prepare your employees to teach the intern about the business. Engage with the intern regularly, have conversations with them about their experiences, and give them challenging projects to tackle. They'll surprise you with their ingenuity and work ethic. When it's time for the intern to leave your company and return to their studies, have a system for staying in touch. Encourage the relationship that you've built over the weeks and months, and show an active interest in their progress and growth. When the time comes for them to join the workforce, they'll consider you first.
Building these simple foundations will enable your internship program's success. A good internship program can have a powerful impact on a company, beyond the direct contributions of the hard-working and ambitious interns. It will inject new ideas and perspectives into old routines, boost your company's presence in the community, and position you to recruit top new talent. Try it! By investing a relatively small amount of time and money, you’ll find yourself and your company reaping a handsome return.
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The Secrets of Sales Recruiting |
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 By Chuck Smith and Weston Davis
As the economy gets back on its feet, the first hires many companies are looking to make are in Sales. A great salesperson pays for himself or herself by bringing in new business. Often the only limit to a company's potential growth is the number of great salespeople they're able to find.... but finding great salespeople is difficult and time-consuming. Searching for the perfect fit takes patience and a reliable way to assess who will sell well in a particular environment. NewHire's Continuous Recruiting solution addresses both of these requirements.
A forward-thinking Chicago installer of commercial and industrial flooring is always looking for sales talent. The owner had used NewHire before and now was looking for a way to create a talent pipeline for sales. He’s a firm believer in the motto, “Hire slowly, fire fast.” He’s developed a multi-step recruiting process that integrates NewHire, regular advertising and sales and behavior assessments. He uses the NewHire Continuous process to find and interview 3 or 4 candidates per month. With the pipeline in place, he feels he’s able to hold his salespeople ACCOUNTABLE.
NewHire Continuous process is executed in six month increments -- that's six months of exposure to the talent pool, six months to weigh the best candidates by their merits. Six months to find the salespeople who will perform best. We’ve designed this with your budget in mind. There are no additional fees for additional hires. So if you find some one you want to try out – go for it, with out fear of unexpected costs.
A small owner-operated financial-services company approached us in the middle of 2008. The owner was looking for a junior partner to help run, and eventually assume, the business. The owner had a list of very specific requirements that needed to be fulfilled -- licenses and experience with certain kinds of equities. We advised the use of NewHire Continuous, to provide maximum exposure to his very limited pool of potential candidates. The job only averaged 20 applicants month, but within the first six months he'd hired the talent he was looking for. It worked out so well that he changed his plans entirely-- eighteen months later he's still recruiting and hiring, no longer for his eventual replacement, but for talented salespeople to continue expanding his practice.
One of the best things your company can do is find the right salespeople to represent it. Many sales jobs can benefit from extended recruiting. So if you're interested in increasing your sales by adding more talent to your sales team, and want to know more NewHire Continuous follow this link.
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Webinar
Schedule: |
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| March
15, 2010 12:30 Central
“Summer Internships: The Talent Advantage” |
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| April
7, 2010 12:30 Central
"Hiring Today Using Social Media" |
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Designed for today’s hiring needs, NewHire helps employers recruit and hire efficiently and effectively.
Take control of your recruiting and hiring process with:
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Customized screening tools for every job title
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Powerful tracking, sharing and reporting tools
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Flexible advertising solutions that attract top talent.
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Sushi
Zushi is all about variety. With an ever growing menu of delightful sushi as well as cooked items, there is something for everyone, dine at locations in San Antonio, Dallas and Austin, TX.
A NewHire client since 2008, Sushi Zushi manages their hiring for all locations, from their corporate office.
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Employment opportunities
include servers, cashiers, restaurant managers, and administrative staff. With over 20 open positions Sushi Zushi uses a strategy of posting openings on the Employment page of their web site, on
Craigslist.org, maximizing exposure and controlling recruitment ad spending. Click on “featured position” button and check out their “employment” page!
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Our goal is to empower employers to make informed, effective and cost-conscious hiring choices, using the combination of software, services and expert advice that works for you.
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105 W. Madison #702
Chicago, IL 60602
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(312) 923-0054
(877) 923-0054 – Toll Free
(312) 578-0983 – Fax
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info@new-hire.com
www.new-hire.com
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