College Recruiting Best Practices Online Academy

Session 1

Friday

November 11, 2011

1:00pm to 2:30pm EST

• What is Total Internship Management?
• An introduction to our National Internship and Co-op Study Data
• The importance of internship-related professional development
• The Millennial Generation
• Definition of “internship”
• Making the business case for internships
• Reasons students seek internship programming
• Deciding if your organization has what it takes by conducting an Internship Readiness Audit
• Obtaining executive level support
• Choosing the best semester to host an internship program
• Learning the difference between the program coordinator and supervisors
• Creating the intern work plan
• Rotational internships
• Choosing the best supervisor
• Question and Answer

Session 2

Tuesday

November 15, 2011

1:00pm to 2:30pm EST

• A whole session just for compensation and benefits issues as they relate to internship programs
• Legal aspects of internship programming
• Question and Answer

Session 3

Thursday

November 17, 2011

1:00pm to 2:30pm EST

Focus: Internship Program Best Practices

• Targeting the most appropriate universities
• Marketing the position to students
• Interviewing college students
• Creating a selection strategy
• Providing for an efficient on-boarding process
• Delivering feedback to interns
• Constructing an efficient off-boarding process
• What if students decline job offers?
• Hiring international students
• Question and Answer

Session 4

Tuesday

November 29, 2011

1:00pm to 2:30pm EST

Part I: Entry-Level Talent Program Best Practices

Part 1

• What are entry talent programs and why consider them?
• Knowing your numbers; build the business case
• Strategic alignment
• Senior management support, sponsorship and advocacy
• Short and long-term implications
• Opportunity to change culture
• Importance of keeping the talent pipeline fresh with new talent
• Clear programs objective(s) as a pre-requisite for effective program design
• The importance of planning
• Identifying organizational needs and building a program to meet those needs
• Determining the profile / characteristics of a leader within your organization
• Building your team: Full-time staffers and organizational volunteers
• Rotational or Direct-Hire Programming: What’s best for your organization?

Part 2

• Priority #1: Intern conversion
• Outcomes oriented recruiting
• Achieving your organization’s diversity goals
• Success in navigating the campus scene
• Alternative recruiting outlets
• Engage the business to ensure success
• Review of Entry Talent Industry Rankings
• Summary of Best Practices & Trends
• Sources of Information re: Best Practices & Industry Leaders
• Question and Answer

Session 5

Friday

December 2, 2011

1:00pm to 2:30pm EST

Focus: Entry-Level Talent Program Best Practices

Part 1

• Importance of making ready the organization
• Social media as a tool for engaging new hires before their 1st day on the job
• Designing & executing successful on-boarding and orientation programming
• Organizational culture as a driving factor in determining the orientation & on-boarding experience

Part 2

• Designing the program’s Training & Development Curriculum
• Incumbent workers benefit from launch of entry talent programs
• Universal, business specific and individual development plans; how to strike the right balance
• Organizational vs. Individual responsibilities; establishing expectations early as to owning your career
• Mentoring (and all its many facets) as a critical component to any development program
• Question and Answer

Session 6

Thursday

December 8, 2011

1:00pm to 2:30pm EST

Focus: Entry-Level Talent Program Best Practices

Part 1

• Goal-setting, performance feedback and development planning intensified for entry talent
• Taking full advantage of entry talent program compensation strategies as opportunity to establish expectations and teach “culture of compensation”
• Re-thinking benefits to meet Millennial expectations
• Importance of Entry practices aligning with larger organizational practices

Part 2

• Program Evaluation: Did we achieve our objective?
• Metrics, Scorecards and Reporting
• Tracking program participants throughout their careers
• Ensuring that program graduates remain “on-track” even when they’re no longer “special”
• Emphasizing retention from day 1
• Question and Answer