Talent Report+THRIVE

5 Core Tools to Lead Your Intern Program

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Description: This week, we've got an encouraging conversation with Courtney Lamers, Senior Manager of Member Engagement at MRA, as she shares her expertise on interns and gives you 5 core tools to lead your internship program!

Key Takeaways:

  1. Don't let your interns be bored! Give them meaningful work. Interns want to learn and grow. 
  • Help your interns explore your business. Have them sit in on meetings, meet other leaders, have lunch with the CEO, etc. 
  • Give them opportunities to network! Take them to networking events, get them to interact with other interns, etc. 

    • Resources:

    MRA's Intern Leadership Program 

    Interns as a Valuable Resource Guide 

    MRA Membership 

    About MRA 

    Let's Connect:

    Guest Bio - Courtney Lamers 

    Guest LinkedIn Profile - Courtney Lamers 

    Host Bio - Sophie Boler 

    Host LinkedIn Profile - Sophie Boler 

    Transcript:

    Transcripts are computer generated -- not 100% accurate word-for-word.

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    Hello everybody and welcome to 30 minute Thrive,

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    your go to podcast for anything and everything HR.

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    Powered by MRA, the Management Association.

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    Looking to stay on top of the ever changing world of HR, MRA has got you

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    covered.

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    We'll be the first, to tell you what's hot, and what's not.

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    I'm your host, Sophie Boler and we are so glad you're here.

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    Now it's time to thrive.

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    Welcome, everyone.

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    We're glad you're here today

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    and spending some time with us to learn more about intern programs.

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    I'm excited to introduce to you our guest, Courtney Lamers.

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    She's our senior manager of member engagement here at MRA.

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    A little fun fact about Courtney is she actually started out

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    as an intern here at MRA, as did I, and worked her way up to project manager

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    and to where she is now, as senior manager of member engagement.

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    And she did that all in just over five years.

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    So I want to start out with a little fun question here today, and do a little blast

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    from the past, and that is, what is your favorite memory as an intern?

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    Oh, that's such a good question.

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    Thanks for having me here too, today.

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    I'm excited to be back.

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    I know it's a fun topic and especially a hot topic right now.

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    Okay, Favorite memory as an intern, I am super fortunate

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    because I've had a couple of different internship experiences, so I've

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    I have quite a few memories, but I think one of my favorites, was

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    when I worked for a company and they had 80 interns on their entire program.

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    So I had the chance to work

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    with a couple of them on a project, and we worked on it.

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    We went and volunteered for the day,

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    and then we put a business case together for our company to volunteer

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    to reimburse that company and donate some of that money to the nonprofit.

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    So we presented in front of the entire company, which it was a huge company

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    that we actually ran into the CEO when we were practicing, and he was like,

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    What time are you guys on?

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    And he ended up coming and watching our presentation, and we

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    ended up winning the whole entire--share tank is what they called it. And

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    so it was just a very real experience.

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    And I'm still friends

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    with both of the interns today, so I think the connections you make

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    and just the opportunities you have to grow is so important.

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    But I would say that was probably one of that really stands out to me.

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    Like I still remember it to this day, but how about you?

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    I mean, you have had some internship experiences to.

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    Thowing it back at me.

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    Yeah, this is a two-way here.--making you participate.

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    Well, like you said, I feel like I have a lot of memories as an intern.

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    Not that it was that long ago, but I did experience

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    my first true business trip as an intern, and that was super fun.

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    We got to. I actually went with you.

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    It was a good time and we got to meet some of our member companies

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    and some of the interns participating in MRA's intern program, which was super fun.

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    And then another one was just planning a tailgate event

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    that we hosted here in Wisconsin office

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    at MRA It was kind of an open house

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    where members came and looked at our new facility

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    and that was just a fun event to plan and see it all kind of lay out.

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    So we're both a part of your internship itself,

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    or do you think those are extra things that you got to work on

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    just to make it a fun experience or like what made it so special, I guess?

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    Well, I would say it's a little bit of both.

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    They were part of my intern duties,

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    but it was also a little extra kind of fun stuff too.

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    But I think it helped to just kind of get away from my normal

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    like I was a marketing intern, you know, like event planning goes

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    along with that, but business trips don't necessarily go along with that.

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    So I think it was fun to just get involved in as many things as I could

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    and as many projects with as many people as I could do and so on.

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    So I think it's all about that experience.

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    Totally.

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    Yeah, Well, it is a season to begin hiring interns

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    and it's something that's really circling employers minds right now.

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    And you actually created MRA's

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    Intern Leadership Program that we were just talking about.

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    So can you tell us a little bit more about that for the people

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    who may not be familiar with it?

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    Yeah, absolutely.

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    So this program was created really to help interns have an exceptional experience.

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    So from an employer standpoint, we use it to help attract and retain interns.

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    So some of the companies would put this on their website as a Hey,

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    apply for our organization.

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    We invest in your professional development.

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    We really want you to have a great experience and grow yourself as a leader.

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    So from an attraction standpoint, I think it really helped,

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    and same with retention.

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    So they go through this program with almost 100 other interns,

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    and they have the opportunity to network.

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    So from an intern standpoint,

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    you really get that professional development experience, plus,

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    that whole network of 100 other interns, plus, all of the business leaders

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    in our community.

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    So it's about a ten week program.

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    We get together with the interns every week,

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    really just giving them that real life experience,

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    and giving them a chance to get together and learn from each other as well.

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    So from a company standpoint, it's the attraction and retention,

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    and then providing that exceptional experience for the interns.

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    And just kind of taking a step back out here.

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    So companies are

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    starting to look to hire interns right now.

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    So where should they be looking and how should they start hiring interns?

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    Yeah, I mean, definitely start early.

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    I think time goes so quickly and it's so easy to be like, Oh my gosh,

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    summer is around the corner.

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    I really want an internship or an intern to help with some work.

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    But I think it's important to kind of have that plan of what does that look like?

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    I definitely think it's important

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    to get involved in schools, whether it's a university or tech school.

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    Both have great opportunities to connect with students

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    and it's also good to reach out to those departments or student groups.

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    I know obviously where at HR Professional organization.

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    So we had our recruiting team just went to UW-Whitewater SHRM group the other day.

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    So i think it's important to connect with those professors

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    or student groups and just the schools and general

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    handshake is also a popular tool for internships

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    and then networking, I think asking your employees

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    if they have any referrals or, you know, asking your

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    your kid's friends if they're looking for an internship.

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    I think it really is about that network of the people that can

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    you know, you always get a good referral from somebody that you know.

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    And then lastly, I would just plug our MRA.

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    I know our recruiting team Halter record interns last summer as well.

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    So everything from the poll, seeing the sourcing and the screening,

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    we can definitely help with that too. Totally.

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    And you just mentioned being active and available on college campuses,

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    but I'm also right and just seeing that employers

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    are working as early as high schoolers, too, which is crazy.

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    But it's true.

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    It's like the earlier you can get in front of people,

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    honestly, the better at this point.

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    Yeah, well, I think I mean, every employer has talked

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    about the war for talent and how hard it is to find talent.

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    So the earlier you get in front of them and share what your business does,

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    what different opportunities there are, that's who those students are going

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    to remember and two, five, ten years from now.

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    So it's a long term gamble. Sure.

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    So let's say you're a company that's never really invested

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    in interns, never had the opportunity.

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    What is your advice on a company like that?

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    Should they be looking into that or interns for everybody?

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    And what if it's like a super small company?

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    Yeah, it was a lot of questions, you know, it's that.

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    Well, I think honestly, I don't think size really matters.

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    I think you have to take a step back and say, Why do I want an intern?

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    Is that

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    because we have so much work to do that we can't possibly do it by ourselves?

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    Is that because you're truly looking to build that talent supply chain?

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    So understanding that why first helps you build out your program,

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    I think you also have to take a look at do you have enough meaningful work

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    for the interns because they're trying to get a good experience too.

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    And I'm not saying you can't file paperwork.

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    It's all part of the day to day work, but I think they need

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    to have a capstone project or something that can help them build their resume.

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    And I think from an employer standpoint, you'll be really surprised

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    and happy with the quality of work that interns can do.

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    And then lastly, I would say,

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    do you have a manager or someone on your team

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    that can take the time to help mentor and coach those interns

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    just because a lot of them get is their first job.

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    So they're going to have questions and they want to do a good job,

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    so they just have to have the resources to be successful.

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    Honestly, I interned at a fairly small company and I got to go on a workshop too.

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    So again, another memory I actually went down to New Orleans

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    for the 10th anniversary of Hurricane Katrina.

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    But I think because it was a smaller group that I was working with,

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    I had the opportunity to do a lot of different, cool projects

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    that sometimes when you were at the bigger companies, it's so specialized,

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    so I don't think size of the company really matters.

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    But overall, I'd say it's important to understand like what your goals are.

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    Yeah, I was the only intern here too, and I have no complaints.

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    Honestly, I feel like it was the best internship I could have had.

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    This is

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    because I got special treatment because I was the only one.

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    And but no, I think definitely having a capstone

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    project helped and even having a couple of them, it's

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    like you can always have them in your back pocket if you if you don't

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    want to do a project that you're currently working on, pull out your capstone.

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    Like it's just nice to always have in your back pocket.

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    Well, and companies have gotten

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    really creative with different projects interns can work on.

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    Like I know there was one company

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    that had their interns go through all their standard operating procedures

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    and document it, and it was a huge project to take on

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    because they had nothing documented, but it really gave the Intern

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    a chance to be like, Well, why do you do it like this?

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    And just ask and then, I mean, like, you know, I don't know.

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    I would do it like that.

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    And so to be able for that student to then go say, Yeah, my last company,

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    I help document our processes and, you know, make recommendations for change.

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    And I think he actually presented it to their senior leadership team,

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    which was awesome. It's awesome. Yeah.

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    Well, kind of going off of that, let's say a company

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    has a group of interns, but they never have really created

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    an intern program to go with the intern group.

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    So what is your advice around that?

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    Should there be a intern program that the interns follow?

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    I think structure definitely helps when you take a step back.

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    It really is all about the experience, but when you have somebody in one building

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    and somebody in the other, you want them to have similar experiences.

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    And I know we've talked to interns in the past where maybe one

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    manager is really engaged and they buy the intern lunch

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    and they buy their intern swag, and then the other one's like,

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    I don't even know who my manager is.

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    My manager doesn't talk to me.

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    So I think it really is about putting that structure in place.

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    So no matter what your manager is like or what projects you're working

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    on, you have a similar experience

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    and I guess I would say that with all internships, the interns talk,

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    especially with social media and that type of thing.

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    Your brand is out there with your experience.

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    So really think, take a look at what do you want

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    your interns to be saying to other interns and to their families

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    that night and their roommates and whoever they're talking to.

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    It really puts your brand out there.

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    The other thing I would say is, if you can onboard all of the interns together,

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    I think that would be very beneficial, because you kind of build a bond when you

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    start working on the same day as someone, even if you're in a different department.

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    So it gives them an opportunity to, you know, be together

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    and really start fresh and have that same experience.

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    I would also say if you can have a you know, if you have multiple interns,

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    if you can give them an opportunity to work on a project together, maybe

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    that's not specific to their department, but could help the business as a whole.

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    I think that could be a really fun way to get them together to.

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    Oh, totally.

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    I feel like interns want to meet each other and want to be

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    like friends outside of work too, So that's a good idea.

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    So I guess I'm curious to know your five core tools

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    that you would kind of put together that all intern programs should have,

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    and you start with the first one, but what would you say that is?

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    I would say first and foremost,

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    the manager is the

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    most important piece of this So, you know, from an HR standpoint,

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    you probably have managers coming to you saying, I need an intern.

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    And I think that's great.

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    And maybe they do, and maybe they have a plan,

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    and they had a great internship experience.

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    But I mean, we talked about this earlier today is people don't quit their job.

    00:12:38:16 - 00:12:39:20

    They quit their manager.

    00:12:39:20 - 00:12:43:12

    So and especially at that intern level, they want an opportunity to learn

    00:12:43:21 - 00:12:47:01

    to get coaching, to have that mentorship experience.

    00:12:47:01 - 00:12:48:13

    So you really have to have that

    00:12:48:13 - 00:12:52:18

    right person in place to help manage and coach those interns.

    00:12:52:18 - 00:12:57:02

    The feedback part of an internship is also very important,

    00:12:57:09 - 00:13:00:21

    and I know we talked about this, I mean, I think it's so easy,

    00:13:01:01 - 00:13:04:03

    and like you started ,and you did a great job from day one,

    00:13:04:10 - 00:13:07:13

    and it's so easy to just like have that expectation

    00:13:07:13 - 00:13:09:12

    that everything you do is going to be great.

    00:13:09:12 - 00:13:13:01

    And I got I got into the habit of saying like, Great, thanks, I appreciate it.

    00:13:13:01 - 00:13:15:05

    Like, everything's perfect, like, looks good.

    00:13:15:10 - 00:13:19:12

    And you're like, like, I know, but can you give me something more specific?

    00:13:19:12 - 00:13:22:10

    And I'm like, Oh my gosh, you're right. And like, I think about myself, too.

    00:13:22:10 - 00:13:26:10

    Like, I would want specific feedback of what am I doing right

    00:13:26:10 - 00:13:28:01

    and what is so great about it.

    00:13:28:01 - 00:13:31:14

    And I think it helped you kind of build on top of what you were doing, right?

    00:13:31:14 - 00:13:33:10

    I don't know. Totally. And you want to say on that?

    00:13:33:10 - 00:13:37:08

    I don't what I was just going to go off that like, especially at the intern level,

    00:13:37:08 - 00:13:40:23

    you're trying to learn as much as you can and you want to know

    00:13:41:08 - 00:13:44:01

    what can I get better at and what am I doing?

    00:13:44:01 - 00:13:45:07

    That's okay.

    00:13:45:07 - 00:13:48:14

    So it's like that feedback is so important at an intern level,

    00:13:48:14 - 00:13:51:06

    so it's like you can fix

    00:13:51:23 - 00:13:54:23

    whatever you're doing wrong or not wrong, I should say.

    00:13:54:23 - 00:13:57:00

    What you can improve on. Yeah.

    00:13:57:05 - 00:13:58:08

    At the intern level.

    00:13:58:08 - 00:14:00:15

    So that just as you continue to grow, you don't

    00:14:00:15 - 00:14:02:16

    have to worry about those anymore.

    00:14:02:16 - 00:14:04:12

    Yeah, and I know we were talking to one company

    00:14:04:12 - 00:14:07:19

    and they were all they were raving in.

    00:14:07:19 - 00:14:08:08

    You were with me.

    00:14:08:08 - 00:14:10:13

    They were raving about how great their interns were.

    00:14:10:13 - 00:14:14:02

    And like and their CEO said something about, like, I was really impressed

    00:14:14:02 - 00:14:17:21

    with the interns this summer, and I was like, Oh, what did you do?

    00:14:17:21 - 00:14:18:12

    Did they know that?

    00:14:18:12 - 00:14:21:06

    Like, did you tell the interns how great they were?

    00:14:21:06 - 00:14:21:22

    Like.

    00:14:22:03 - 00:14:23:21

    I don't know if we ever did.

    00:14:23:21 - 00:14:26:02

    I'd like to think about I was like, I think you should tell them.

    00:14:26:02 - 00:14:29:18

    I think they would really like that feedback and, and especially the CEO.

    00:14:29:20 - 00:14:34:01

    Is that how impressed that she was with them, it's such a cool experience.

    00:14:34:01 - 00:14:36:20

    And for the intern to really carry that confidence with them

    00:14:37:06 - 00:14:40:13

    on something that everybody else knows, but maybe they don't know.

    00:14:40:13 - 00:14:43:19

    Absolutely. So what about the second tool?

    00:14:43:19 - 00:14:47:08

    Yeah, I think meaningful work is a huge piece of it.

    00:14:47:15 - 00:14:51:12

    I know company is sometimes we'll be like, I'll just get an intern and help me file

    00:14:51:12 - 00:14:52:22

    paperwork and that's great.

    00:14:52:22 - 00:14:57:07

    And like we said, it's part of the job sometimes, but the meaningful work really

    00:14:57:20 - 00:15:00:10

    helps the interns learn and grow.

    00:15:00:10 - 00:15:04:13

    And I would also say they're capable of doing more than just filing paperwork,

    00:15:04:13 - 00:15:06:00

    so don't let them

    00:15:07:11 - 00:15:09:20

    hold that back.

    00:15:09:20 - 00:15:12:20

    I would also give them a meaningful project to work on all summer.

    00:15:12:20 - 00:15:16:16

    We talked about that capstone project and also,

    00:15:16:16 - 00:15:19:21

    I mean, what we did with you as we we created,

    00:15:19:21 - 00:15:23:03

    I think, three and a half pages of things that I never got to.

    00:15:23:04 - 00:15:24:23

    Some of the other people on our team never got to do.

    00:15:24:23 - 00:15:28:11

    And I was like, It'd be awesome if this could get done.

    00:15:28:17 - 00:15:29:14

    We'd be like, Here you go.

    00:15:29:14 - 00:15:32:05

    And just kind of let you run because of those.

    00:15:32:05 - 00:15:35:11

    Yeah, we weren't getting to it, so it would be an extra benefit for you

    00:15:35:11 - 00:15:36:09

    to be part of it.

    00:15:36:09 - 00:15:39:06

    When they accept an internship, they have three different opportunities

    00:15:39:07 - 00:15:41:21

    to have an internship, so they get to be picky.

    00:15:41:21 - 00:15:43:17

    They're really in the driver's seat.

    00:15:43:17 - 00:15:44:15

    And so,

    00:15:44:16 - 00:15:48:11

    I mean, I'm just saying, like I saw interns that were at a company

    00:15:48:11 - 00:15:50:00

    for like a week, two weeks,

    00:15:50:00 - 00:15:51:23

    and they were like, I got a different internship experience.

    00:15:51:23 - 00:15:52:16

    I'm leaving.

    00:15:52:16 - 00:15:55:17

    So even before the program, and during the program,

    00:15:55:17 - 00:15:57:00

    and then even after the program.

    00:15:57:00 - 00:16:01:00

    And so you want to retain them, it’s so important to make sure

    00:16:01:00 - 00:16:04:00

    that you're providing the best experience no matter what.

    00:16:04:08 - 00:16:06:13

    So I think that meaningful work is huge.

    00:16:06:22 - 00:16:10:02

    And I you know, we've also talked to like people have said,

    00:16:11:03 - 00:16:12:18

    I'm bored of my managers in a meeting.

    00:16:12:18 - 00:16:14:19

    I can't I don't know nothing to do.

    00:16:14:19 - 00:16:17:20

    And they go talk to other people and some people don't take the initiative

    00:16:17:20 - 00:16:18:23

    to do that either.

    00:16:18:23 - 00:16:22:14

    But don't let your interns be bored like your paying them to help with stuff.

    00:16:22:14 - 00:16:24:15

    And I think they are capable of so much.

    00:16:24:20 - 00:16:25:06

    Oh yeah.

    00:16:25:06 - 00:16:28:07

    You just talked about the three pages,

    00:16:28:07 - 00:16:31:13

    so I've got notes that you gave me, your projects that you gave me.

    00:16:31:13 - 00:16:34:08

    And I will say I told you on the first day, I was like,

    00:16:34:15 - 00:16:37:03

    Oh my gosh, how am I going to get any of this done?

    00:16:37:03 - 00:16:40:15

    I'm like, I remember going home, like man, I got three pages.

    00:16:41:02 - 00:16:44:00

    But then by the end of my internship, it was like man,

    00:16:44:00 - 00:16:48:22

    I was able to complete 85% of that or even if I did 50%.

    00:16:48:22 - 00:16:51:01

    It's like, look at how much I did.

    00:16:51:01 - 00:16:55:16

    And it wasn't that intimidating when I looked at it at the end of my internship

    00:16:55:16 - 00:16:59:21

    and it was nice to be like, Oh, well, I could go work on this project

    00:16:59:21 - 00:17:03:15

    with this department or, Oh, look at this project, it's with IT.

    00:17:04:06 - 00:17:07:15

    So it wasn't just my typical marketing projects.

    00:17:07:15 - 00:17:09:18

    It was a good realm of.

    00:17:10:14 - 00:17:13:14

    Yeah, maybe a note to managers, create that list,

    00:17:13:14 - 00:17:15:14

    but don't share it on the first day.

    00:17:15:18 - 00:17:17:08

    We might have even sent it to you before.

    00:17:17:08 - 00:17:19:03

    Like, look at all these fun projects.

    00:17:19:03 - 00:17:20:13

    You're probably like, Oh gosh, no.

    00:17:20:13 - 00:17:24:12

    But it was a good thing to be like, This is all of the things

    00:17:24:12 - 00:17:28:14

    that you can accomplish in your internship and just a short summer that we have.

    00:17:28:19 - 00:17:32:09

    Well, and think about how much you did that wasn't even on that list.

    00:17:32:09 - 00:17:36:06

    It would be like you'd be working on item number eight, and I'd be like, Sophie,

    00:17:36:06 - 00:17:37:01

    I need help with this.

    00:17:37:01 - 00:17:37:19

    Like, you got this.

    00:17:37:19 - 00:17:40:07

    Done in the next couple hours and you're like, Oh yeah, of course.

    00:17:40:07 - 00:17:43:06

    And so it's like you you did so much more than even that list.

    00:17:43:06 - 00:17:46:21

    Which is, yeah, I'm so, you know, so just moving on.

    00:17:46:21 - 00:17:49:17

    How about third? The third tool. Tool.

    00:17:50:18 - 00:17:51:12

    The third tool

    00:17:51:12 - 00:17:54:06

    I would say is help the interns explore the business.

    00:17:54:13 - 00:17:56:13

    I remember for myself,

    00:17:56:13 - 00:18:00:01

    I wanted to learn as much as possible, even beyond marketing.

    00:18:00:08 - 00:18:03:20

    And I like I remember being a sophomore in college and kind of

    00:18:03:20 - 00:18:07:12

    getting to the point of them saying, like, you need to declare your major.

    00:18:07:12 - 00:18:09:21

    I'm like, Hey, like business, I guess.

    00:18:09:21 - 00:18:10:14

    Like, I don't know.

    00:18:10:14 - 00:18:14:16

    And I ended up picking marketing, but not really for any reason.

    00:18:14:16 - 00:18:17:23

    Besides, somebody had told me one time, like, I think you'd be good at marketing.

    00:18:17:23 - 00:18:19:22

    And I'm like, Well, I guess that sounds good.

    00:18:19:22 - 00:18:20:13

    And then I

    00:18:20:13 - 00:18:24:02

    had a couple of marketing internships and I really like different aspects of it,

    00:18:24:07 - 00:18:28:05

    and I think all of the experiences I've had have led me to where I am today.

    00:18:28:14 - 00:18:31:19

    But it's been that ability to work on projects

    00:18:31:19 - 00:18:35:16

    outside of my department and being able to work with other leaders.

    00:18:35:16 - 00:18:38:20

    And I think that's something we hear too, from interns,

    00:18:38:21 - 00:18:42:12

    even like for example, with HR It's like, okay, I'm an HR major,

    00:18:42:12 - 00:18:44:19

    but there is so much to HR, like there's the compliance

    00:18:44:19 - 00:18:48:23

    side, there’s the benefits side, and then there's recruiting and a lot of

    00:18:49:05 - 00:18:52:09

    HR Interns tend to do recruiting or filing and they're like,

    00:18:52:09 - 00:18:55:14

    i don't even know how to explore the other areas of HR

    00:18:55:20 - 00:18:59:10

    So being able to give them as many opportunities as they can

    00:19:00:11 - 00:19:02:21

    to just sit in the meetings with people

    00:19:02:21 - 00:19:06:15

    or help with projects or have lunch with the ceo if it's possible.

    00:19:06:15 - 00:19:07:17

    But really

    00:19:07:17 - 00:19:09:15

    and I know we’ve said it a million times a day,

    00:19:09:15 - 00:19:13:08

    they just want to learn and have different experiences to help them grow.

    00:19:13:08 - 00:19:18:06

    And, and who knows, maybe someone in I.T ends up

    00:19:18:06 - 00:19:20:10

    wanting to be in finance or something.

    00:19:20:10 - 00:19:24:16

    It's like internships are there to, like you said, help interns

    00:19:25:01 - 00:19:28:04

    learn more about the company and learn more about themselves to.

    00:19:28:23 - 00:19:31:16

    It cracked me up, during one of our intern program

    00:19:32:04 - 00:19:37:05

    business case discussions and presentations, we did one about accounting

    00:19:37:05 - 00:19:41:05

    and finance for the non financial leader and I kind of teed it off.

    00:19:41:06 - 00:19:44:07

    It was with our CFO and I was like, This is not my area.

    00:19:44:07 - 00:19:46:15

    Like I'm more like creative, that type of thing.

    00:19:46:23 - 00:19:49:04

    And like marketing, you know, whatever.

    00:19:49:04 - 00:19:51:02

    Like that's, that's okay, this isn't your thing,

    00:19:51:02 - 00:19:53:08

    but it's good for everyone to learn and get exposure to it.

    00:19:53:16 - 00:19:57:19

    And we're meeting with a company and one of the marketing interns was like,

    00:19:58:01 - 00:19:59:04

    That was my favorite session.

    00:19:59:04 - 00:20:00:20

    And she's like, I might switch my major.

    00:20:00:20 - 00:20:02:04

    And I'm like, That's awesome.

    00:20:02:04 - 00:20:04:13

    Like, you know, you know, like, you just, I don't know.

    00:20:04:13 - 00:20:06:02

    It's that exposure and

    00:20:06:02 - 00:20:09:18

    experience that gives people the clarity of what they need for their careers.

    00:20:09:22 - 00:20:11:07

    Oh, absolutely.

    00:20:11:07 - 00:20:14:08

    So then going on to the fourth tool, what would you say.

    00:20:15:07 - 00:20:17:07

    Networking is the other piece.

    00:20:17:07 - 00:20:22:05

    I think giving them an opportunity to meet people both internally at your company.

    00:20:22:05 - 00:20:25:09

    Obviously within your own department, but all their leaders

    00:20:25:09 - 00:20:29:08

    in other areas of the business, but also other interns too.

    00:20:29:08 - 00:20:34:04

    And honestly, like there is one company that he took it on himself

    00:20:34:04 - 00:20:37:00

    to take every intern to one networking event.

    00:20:37:08 - 00:20:39:20

    And I know he was like, we had a lot of interns last year,

    00:20:39:20 - 00:20:41:06

    so I brought two of them

    00:20:41:06 - 00:20:44:03

    with me to one of them, and I was like, I'm in a competition.

    00:20:44:07 - 00:20:45:23

    Go talk to as many people as you can.

    00:20:45:23 - 00:20:49:07

    And whoever wins, I can't remember if they got lunch or something like that,

    00:20:49:14 - 00:20:53:04

    but they, they really just want to network.

    00:20:53:04 - 00:20:54:12

    And I think it's hard, because

    00:20:54:12 - 00:20:58:10

    especially if you think of COVID and the last couple of years with school

    00:20:58:10 - 00:21:01:22

    being virtual and that type of thing, it's not an easy thing to do.

    00:21:01:22 - 00:21:05:10

    So if you can be there and help mentor and help guide and just give them those

    00:21:05:10 - 00:21:10:17

    opportunities, meeting people will really just allow them to grow in their careers.

    00:21:10:17 - 00:21:14:01

    And I think I look back to the people that I've worked with

    00:21:14:01 - 00:21:17:11

    in my last couple internships, and I still talk to a lot of them.

    00:21:17:11 - 00:21:19:10

    I mean, like think about how many people you're so connected

    00:21:19:10 - 00:21:22:22

    with from then here in program to just our member companies as well.

    00:21:23:04 - 00:21:27:10

    I was going to say just the mini plug for the MRA's intern program.

    00:21:27:10 - 00:21:28:19

    Again, you're given

    00:21:28:19 - 00:21:33:02

    over 100 interns, right there that you're automatically connected with.

    00:21:33:02 - 00:21:36:05

    So it's like you don't really have to go out and do that extra

    00:21:36:05 - 00:21:41:07

    step of really like introducing yourself, finding I mean, yourself to do that.

    00:21:41:07 - 00:21:43:04

    But it's there, all right there.

    00:21:43:04 - 00:21:45:07

    And you see them every single week, some.

    00:21:45:14 - 00:21:47:15

    Plus plus the business leaders.

    00:21:47:15 - 00:21:48:22

    I mean, we have a different presenter

    00:21:48:22 - 00:21:51:18

    every week of the program and all of the panels.

    00:21:51:18 - 00:21:54:07

    I mean, over all, they probably met 30 other business leaders.

    00:21:54:17 - 00:21:56:17

    But I just think it's a cool experience.

    00:21:56:17 - 00:22:00:16

    And no matter what you can do to provide those experiences for them as huge.

    00:22:00:16 - 00:22:04:01

    And I've still been in contact with a lot of people from the intern program

    00:22:04:01 - 00:22:08:03

    from a couple of years ago, even help on my college project.

    00:22:08:03 - 00:22:11:11

    One of them was able to help me out and we're still talking

    00:22:11:11 - 00:22:14:05

    to a few of them now too, so yeah.

    00:22:14:11 - 00:22:16:09

    Oh, it's fun. That's very cool.

    00:22:16:09 - 00:22:19:06

    But I guess what is the last last thing

    00:22:19:06 - 00:22:23:11

    that every intern program should have in order to be successful?

    00:22:23:21 - 00:22:27:15

    Yeah, I think, you know, we covered the main pieces, but I think

    00:22:28:02 - 00:22:29:23

    when an intern has a great experience

    00:22:29:23 - 00:22:30:13

    and then when they're

    00:22:30:13 - 00:22:34:14

    going into an internship, especially going into like their last year of school,

    00:22:35:16 - 00:22:37:14

    they want to know what does the future look like?

    00:22:37:14 - 00:22:38:18

    Do I have a place here?

    00:22:38:18 - 00:22:40:01

    Do I not?

    00:22:40:01 - 00:22:43:06

    And I think it's good to be open from the beginning.

    00:22:43:06 - 00:22:46:20

    I mean, I know when we interviewed you, you had said, like, is there a possibility

    00:22:46:20 - 00:22:50:02

    of a full time role after the internship is over?

    00:22:50:21 - 00:22:52:09

    And I think we're pretty honest with you.

    00:22:52:09 - 00:22:55:11

    And but we continue that conversation throughout the summer.

    00:22:56:19 - 00:22:59:11

    And then obviously, once it got closer, we were pretty

    00:23:00:07 - 00:23:04:12

    adamant that we were able to offer you something before you went back to school

    00:23:04:12 - 00:23:08:05

    just because, like we said earlier, you have so many choices nowadays and

    00:23:08:11 - 00:23:11:06

    you really are in the driver's seat and you made such an impact

    00:23:11:06 - 00:23:14:12

    that we didn't want to lose you and we wanted to be flexible about it.

    00:23:14:13 - 00:23:16:05

    We could work around your school schedule

    00:23:16:05 - 00:23:18:20

    and you could work on projects and just keep you engaged

    00:23:18:20 - 00:23:20:21

    throughout the school year that you wanted to come back.

    00:23:21:04 - 00:23:23:12

    So I think having those conversations is huge.

    00:23:23:21 - 00:23:27:13

    But I would also say that, you know, we talked about feedback from the manager

    00:23:27:13 - 00:23:31:15

    to the intern, but I would say I would ask them to like for feedback.

    00:23:31:15 - 00:23:34:13

    You know, there's a lot of companies that halfway through the program

    00:23:34:21 - 00:23:37:12

    sits down with the interns and say, like, what's working?

    00:23:37:12 - 00:23:39:20

    What's not? How is your manager?

    00:23:39:21 - 00:23:41:02

    What do you need from us?

    00:23:41:02 - 00:23:43:09

    And having those conversations.

    00:23:43:09 - 00:23:48:18

    So, you know, after week ten or 11 or 12 or whatever it is, they leave and they do

    00:23:48:18 - 00:23:52:09

    their exit interview and you're like, Wow, this person had a horrible experience.

    00:23:52:09 - 00:23:53:23

    I wish I would have known earlier.

    00:23:53:23 - 00:23:55:07

    And it's it's a two way street.

    00:23:55:07 - 00:23:57:04

    So I think just having those conversations

    00:23:58:09 - 00:23:59:11

    is huge,

    00:23:59:11 - 00:24:02:11

    but I guess so I went through five things and I think we covered a lot of it.

    00:24:02:11 - 00:24:05:01

    But like thinking back to your internship experience,

    00:24:05:06 - 00:24:07:19

    was there anything I was missing like that?

    00:24:07:19 - 00:24:11:11

    I didn't cover that you thought was either I wish you guys would have done this,

    00:24:11:11 - 00:24:14:18

    or maybe like you did this really well, but we didn't touch this.

    00:24:15:04 - 00:24:16:12

    Or do we cover it off.

    00:24:16:12 - 00:24:19:03

    So, like, we covered or have

    00:24:19:03 - 00:24:22:07

    all great stuff, I would just say, like you, like you said,

    00:24:22:07 - 00:24:26:15

    to be very clear with the intern and have a good working relationship

    00:24:26:15 - 00:24:29:16

    between the manager and the intern, I feel like that's almost

    00:24:29:16 - 00:24:34:13

    make it or break it if you don't have a good relationship with your intern.

    00:24:35:05 - 00:24:37:17

    Chances are its not going to be a great internship for them.

    00:24:37:17 - 00:24:41:08

    So I would just say be very open

    00:24:41:08 - 00:24:45:05

    and honest with them and provide feedback as much as you can.

    00:24:46:15 - 00:24:49:11

    And yeah, everything else we said covered it.

    00:24:49:11 - 00:24:50:15

    I'll do that.

    00:24:50:15 - 00:24:54:13

    But as we wrap up here, do you have any last bits of advice

    00:24:54:13 - 00:24:56:14

    or any last pieces to share with us?

    00:24:56:14 - 00:24:58:07

    I have a few a little things.

    00:24:58:07 - 00:25:01:10

    I know we talked a lot about that experience as an intern,

    00:25:01:18 - 00:25:04:09

    but I just want to kind of remind employers,

    00:25:05:12 - 00:25:07:21

    keeping them engaged after you give them an offer

    00:25:07:21 - 00:25:09:20

    and keeping that excitement going

    00:25:09:20 - 00:25:12:01

    is almost as important as getting them there,

    00:25:12:01 - 00:25:14:18

    because if they don't show up on the first day, you have to start over.

    00:25:15:00 - 00:25:19:01

    So really think about that excitement and that communication with them beforehand

    00:25:20:14 - 00:25:23:07

    and then just a couple of little tactical things.

    00:25:23:07 - 00:25:26:05

    But when we had our first internship program, I remember really

    00:25:26:06 - 00:25:29:23

    one of the first weeks, we asked them like, what could your company do better?

    00:25:29:23 - 00:25:32:03

    You know, we just want to provide some feedback.

    00:25:32:11 - 00:25:34:02

    And I think like half of them were like,

    00:25:34:02 - 00:25:36:02

    I don't even have my manager cell phone number.

    00:25:36:02 - 00:25:39:15

    Like, I just want to be able like if I get a flat tire to call them and say like,

    00:25:40:04 - 00:25:41:18

    Hey, I'm not going to make it.

    00:25:41:18 - 00:25:44:16

    Like I'm going to be a little bit late or I'm not feeling well today or whatever

    00:25:44:16 - 00:25:49:02

    it might be just to have that phone number in that contact information was huge.

    00:25:49:07 - 00:25:52:05

    And from an employer standpoint, it's such an easy win, like I don't

    00:25:52:05 - 00:25:56:11

    think--they're not going to contact you unless they need to or so And it almost.

    00:25:56:11 - 00:25:57:18

    Gives them like

    00:25:57:18 - 00:26:01:06

    it builds some trust, you know, like, hey, like, here's my phone number.

    00:26:01:06 - 00:26:04:16

    I'm here whenever you want my whenever you need to reach me.

    00:26:04:16 - 00:26:08:09

    And it's, it's like a little more personal than just like, here's my email.

    00:26:08:14 - 00:26:11:02

    Yeah, email me whenever it's like, no, call me.

    00:26:11:02 - 00:26:13:04

    Yeah, I need to. Call you if you need to.

    00:26:13:04 - 00:26:15:00

    Yeah, I know there's one company

    00:26:15:00 - 00:26:18:13

    that the CEO gave out the enter their phone number and they were like,

    00:26:18:18 - 00:26:20:12

    We're excited to have you intern this summer.

    00:26:20:12 - 00:26:22:19

    Here's my phone number. Call me if you need anything.

    00:26:23:01 - 00:26:25:09

    And I'm pretty sure the intern never called,

    00:26:25:09 - 00:26:28:03

    but it's kind of like, Wow, the CEO really cares about me.

    00:26:28:04 - 00:26:31:04

    So kind of a cool touch, if you're willing to do that,

    00:26:32:00 - 00:26:35:03

    the last thing I would say is think about what they need to know

    00:26:35:03 - 00:26:37:20

    and again, a lot of them, this may be their first experience.

    00:26:38:04 - 00:26:42:07

    And I remember when you emailed me and we're like, What do I wear?

    00:26:42:13 - 00:26:43:17

    I was like.

    00:26:43:17 - 00:26:45:03

    I was like, That's such a good question.

    00:26:45:03 - 00:26:46:05

    Like, we never even told you.

    00:26:46:05 - 00:26:48:03

    Like, we're business casual.

    00:26:48:03 - 00:26:50:18

    Like you can wear what you know, whatever you're comfortable with.

    00:26:50:18 - 00:26:53:22

    But we do dress business casual and it's like, I don't know, you just aren't.

    00:26:54:00 - 00:26:57:14

    Yeah, you don't know those things and you don't want to mess up from the first day.

    00:26:57:14 - 00:26:59:05

    And I give you a lot of credit for asking,

    00:26:59:05 - 00:27:02:04

    but that should have been on the back of our minds to tell you too.

    00:27:02:04 - 00:27:04:02

    So all things considered.

    00:27:04:02 - 00:27:06:18

    Yeah, I know like, what do I wear? What's really fun?

    00:27:06:18 - 00:27:08:04

    I missed something.

    00:27:08:06 - 00:27:11:05

    But lastly, I have to say, when you're going through this program

    00:27:11:13 - 00:27:13:12

    does a lot of the entire experience as a whole.

    00:27:13:12 - 00:27:16:12

    It's all about the experience and it's you really want to leave

    00:27:16:12 - 00:27:18:09

    that lasting impression with the interns.

    00:27:18:09 - 00:27:20:18

    Absolutely. Great ending. Thank you.

    00:27:21:07 - 00:27:24:01

    Well, I want to thank you for being a great guest today

    00:27:24:01 - 00:27:27:05

    and really sharing your knowledge on how companies can either

    00:27:27:05 - 00:27:29:22

    begin or enhance their intern programs.

    00:27:30:08 - 00:27:34:20

    So if you liked our chat and topic today, make sure you share this episode.

    00:27:35:03 - 00:27:38:06

    Leave a comment or review and consider joining MRA

    00:27:38:06 - 00:27:40:11

    if you aren't a member already.

    00:27:40:11 - 00:27:41:13

    We have all the resources

    00:27:41:13 - 00:27:44:18

    you need in the show notes below, so make sure to take a look at those,

    00:27:45:10 - 00:27:49:10

    including Courtney's email and LinkedIn profile in the show notes.

    00:27:49:10 - 00:27:53:08

    So if you want to get in touch with her or learn more about the MRA's

    00:27:53:08 - 00:27:56:23

    Intern Leadership Program, she's the girl to contact.

    00:27:57:10 - 00:28:00:23

    Otherwise, thank you for tuning in today and thanks for all the great

    00:28:00:23 - 00:28:03:17

    info, Courtney, and we will see you next week.

    00:28:04:00 - 00:28:05:01

    Thanks for having me.

    00:28:05:01 - 00:28:07:20

    And that wraps up our content for this episode.

    00:28:07:21 - 00:28:11:00

    Be sure to reference the show notes where you can sign up to connect

    00:28:11:00 - 00:28:12:16

    for more podcast updates,

    00:28:12:16 - 00:28:16:11

    check out other MRA episodes on your favorite podcast platform.

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    And as always, make sure to follow MRA’s 30 minutes Thrive, so you don't miss out.

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    Thanks for tuning in ,and we'll see you next Wednesday to carry on

    00:28:24:17 - 00:28:26:00

    the HR conversation.

     

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