Five ways to keep your interns engaged ahead of summer
Introduction
Or is it? In a word, no.
At best, there will be teething issues, with some candidates struggling to hit the ground running, lacking confidence and compromising their own performance.
At worst, at least one will be poached by the competition. During this period it is not just crucial to prepare your interns, but keep them engaged, supported and with your institution top of mind.
The good news is that since 2009, we’ve partnered with an array of financial institutions to tackle these challenges whilst simultaneously helping to prepare thousands of students for their own internship programmes.
We bring you our five top must-dos to build an inclusive environment, prepare your interns and stop their heads from being turned.
Or is it? In a word, no.
At best, there will be teething issues, with some candidates struggling to hit the ground running, lacking confidence and compromising their own performance.
At worst, at least one will be poached by the competition. During this period it is not just crucial to prepare your interns, but keep them engaged, supported and with your institution top of mind. The good news is that since 2009, we’ve partnered with an array of financial institutions to tackle these challenges whilst simultaneously helping to prepare thousands of students for their own internship programmes.
We bring you our five top must-dos to build an inclusive environment, prepare your interns and stop their heads from being turned.
1. Monthly wellbeing-focussed touchpoints
Student Ambassador Programmes (more on them later).
As many of your candidates will be moving to a new country, and some could even be leaving home for the first time, it’s crucial to make them feel supported.
A little can go a long way, and this can take the form of a check-in email with some advice on their new city, a recommended reading list, and even budgeting advice.
Are you reaching out to check on your interns' well-being regularly? If not, you should be, and we recommend you do this monthly in the lead-up to the programme either by email or through Student Ambassador Programmes (more on them later).
As many of your candidates will be moving to a new country, and some could even be leaving home for the first time, it’s crucial to make them feel supported.
A little can go a long way, and this can take the form of a check-in email with some advice on their new city, a recommended reading list, and even budgeting advice.
2. Keep them learning (but make it fun)
- Role-specific, assessed simulations or games engage students at the highest level, allowing them to learn and have fun whilst simultaneously, your team can track their performance data and progress. This will help with role allocation, and identify any possible interventions needed to provide further training and support - i.e. AmplifyME’s banking and global markets simulations.
- Access to on-demand courses, learning tools and quizzes - this allows them to dip in and out to avoid getting overwhelmed
- Recommended reading lists - get inspiration from your previous graduate cohort to see what helped them to prepare for the desk that they also found enjoyable.
- Role-specific, assessed simulations or games engage students at the highest level, allowing them to learn and have fun whilst simultaneously, your team can track their performance data and progress. This will help with role allocation, and identify any possible interventions needed to provide further training and support - i.e. AmplifyME’s banking and global markets simulations.
- Access to on-demand courses, learning tools and quizzes - this allows them to dip in and out to avoid getting overwhelmed.
Recommended reading lists - get inspiration from your previous graduate cohort to see what helped them to prepare for the desk that they also found enjoyable.
3. Mentorship & Buddy Programmes
Additionally, for many, it will be their first time in a professional environment, and it may feel daunting, especially considering the diverse backgrounds, cultures, and degree subjects.
By partnering each of them up with a buddy or mentor from a previous cohort, not only are you providing a friendly face to guide them down a well-trodden path, but you’re helping your candidate form a bond with your institution through a relatable figure.
We want to find belonging and community when we start a new job, and for many employees from underrepresented backgrounds, finding colleagues similar to them is often a challenge. Additionally, for many, it will be their first time in a professional environment, and it may feel daunting, especially considering the diverse backgrounds, cultures, and degree subjects.
By partnering each of them up with a buddy or mentor from a previous cohort, not only are you providing a friendly face to guide them down a well-trodden path, but you’re helping your candidate form a bond with your institution through a relatable figure.
Marc caporricio, Global Diversity Lead, Early Talent Acquisition, RBC
4. Student Ambassador Programmes
A Student Ambassador Programme (SAP Programme) is a volunteer program that bridges the gap between University Students and the Early Talent Acquisition Team and hypes up your brand to their fellow students.
By offering your interns a Student Ambassador role at their university, they should act as an extension of your team, tasked with the responsibility to communicate, organise, promote, and participate in exciting events and activities taking place on campus to inspire their peers to explore your brand and the opportunities available to them.
A Student Ambassador Programme (SAP Programme) is a volunteer program that bridges the gap between University Students and the Early Talent Acquisition Team and hypes up your brand to their fellow students.
By offering your interns a Student Ambassador role at their university, they should act as an extension of your team, tasked with the responsibility to communicate, organise, promote, and participate in exciting events and activities taking place on campus to inspire their peers to explore your brand and the opportunities available to them.
5. Virtual Events
They're usually led and participated in by employees who share a characteristic, whether it's gender, ethnicity, religious affiliation, lifestyle, or interest.
They're usually led and participated in by employees who share a characteristic, whether it's gender, ethnicity, religious affiliation, lifestyle, or interest.
Want to develop a winning keep warm Programme of your own?
Want to find out more?
Want to find out more?
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