June 2024: Creating Attractive Internship Programs

Internship programs are more than just a way for students and recent graduates to gain experience—they are a strategic investment in the future of your business. By creating an attractive internship program, companies can cultivate a pipeline of talented individuals who are already familiar with their culture, operations, and goals. As your internship programs begin this summer, here are some ways to develop and improve them to attract and retain intern talent for your organization. 

1. Define Clear Objectives and Goals

Before launching an internship program, it's crucial to define its objectives. What does your company hope to achieve? Objectives might include:

• Filling short-term staffing needs
• Evaluating potential long-term employees
• Enhancing your company’s brand among new professionals
• Contributing to the community by providing valuable work experiences

Clear objectives help shape the structure of the internship program and ensure it aligns with broader business goals.

2. Offer Meaningful Work

Interns should be given real responsibilities that contribute to the company's goals. Avoid assigning mundane tasks that do not provide learning opportunities. Instead, involve interns in significant projects where they can develop their skills and gain practical experience. This not only makes the internship more appealing but also allows you to assess the interns' potential as future employees.

3. Provide Mentorship and Training

A strong mentorship program is a cornerstone of a successful internship. Pair interns with experienced employees who can guide them, answer questions, and offer career advice. Structured training sessions can help interns develop specific skills related to their roles and the industry. This mentorship and training can significantly enhance the intern’s experience and professional growth.

4. Foster a Positive Work Environment

A welcoming and inclusive work environment can make a significant difference. Ensure that interns feel like part of the team by including them in meetings, social events, and company activities. Encouraging open communication and feedback can also help interns feel valued and engaged.

5. Offer Competitive Compensation

While some businesses may view internships as opportunities to acquire low-cost labor, offering competitive compensation can attract a higher caliber of candidates. Paid internships can broaden the pool of applicants to include those who might not be able to afford to work for free, thus promoting diversity and inclusivity.

6. Highlight Career Development Opportunities

Interns are often looking for opportunities to advance their careers. Highlight the potential career paths within your company and how former interns have successfully transitioned into full-time roles. Offering professional development workshops, networking opportunities, and career advice sessions can make your internship program more attractive.

7. Gather and Implement Feedback

Regularly seek feedback from interns about their experience. Use surveys, one-on-one meetings, and exit interviews to gather insights on what worked well and what could be improved. Implementing this feedback can help enhance the program for future interns and demonstrate that the company values their input.

8. Showcase Your Company Culture

Internship programs are a great opportunity to showcase your company culture. Highlight the aspects of your workplace that make it unique, whether it’s a commitment to innovation, a collaborative team environment, or strong corporate social responsibility initiatives. This can help attract interns who are a good cultural fit and more likely to want to stay with the company long-term.

9. Maintain Connections Post-Internship

Building a talent pipeline doesn’t end when the internship does. Maintain relationships with former interns through alumni networks, newsletters, and social media. Keeping in touch ensures that your company remains on their radar as they advance in their careers and might be looking for full-time opportunities.

10. Evaluate and Adapt

Finally, regularly evaluate the success of your internship program. Are your interns transitioning into full-time roles? Is the quality of your hires improving? Use metrics to assess the program’s impact and adapt as necessary to ensure it continues to meet the needs of your business and your interns.

Creating an attractive internship program is an investment in your company’s future. By offering meaningful work, providing mentorship, fostering a positive environment, and maintaining connections, businesses can develop a pipeline of talented individuals ready to contribute to their long-term success. A well-structured internship program not only benefits the interns but also enriches the company with fresh perspectives and future leaders.

Open Roles - June 2024

As DRI works across the nation on high-level roles for our clients, we are always open to speaking with professionals who are interested in the roles listed below, or who would simply like to network.

Regional Sales Manager

• Custom plastic injection molding manufacturer has a need for a Regional Sales Manager located anywhere west of the Mississippi preferably southeast.
• Highly advanced custom plastics injection molding solutions serving low to mid volume medical device along with aerospace/defense along with post-molding services

Director of Operations

• Specialty chemicals (plastic additives)
• Prefer candidates with leadership experience in engineering, maintenance, EHS, and  project management
• Single site
• Need mechanical or chemical engineering degree

Sales Representative (remote)

• Automated packaging equipment manufacturer
• Experience selling machinery into logistics, eComm, distribution and fulfillment, warehousing
• Driven to success and ability to work independently
• $100-120k + base, $200k + OTE, insurance, 401K, PTO

Field Service Technician Midwest - Cleveland, OH (preferred)

• Industrial manufacturer specializing in recycling systems solutions
• Must have repair experience in hydraulic/electric systems and mechanical aptitude
• Positive and energetic personality
• Travel: 50%

Sales Engineer (remote near major airport)

• Global manufacturer of beverage processing equipment
• Relationships in the Beverage, Dairy, Cirtus/Juice industries required
• Outside sales experience of technical capital equipment
• Base salary: $100,000+ with commissions

Project Manager, R&D – Illinois must reside or relocate

• Family owned, global manufacturer of food processing equipment
• Equipment background in Food/Protein, ideally with red meat
• Engineering, project management, and small team management experience required
• Above and beyond mentality with new product development mindset

Featured Candidates - June 2024

Below you will find a few featured candidates we have spoken with who are open to new opportunities. If you would like to get in contact with any of the candidates below, please reach out.

Vice President of Sales – Midwest Based

• YOY order intake growth of 19.8% in 2024
• 2023 USA organic sales growth 20.1%
• Redesigned buying group programs and teams under three different companies
• Led international and national key account managers
• 60-70% overnight travel

Food Service Equipment-Director of Sales – Midwest Based

• Grew sales team from 3 to 6 and revenue by 42%
• P/L Management
• Acquisition of additional distributors- merging sales force, strategies, inventory control
• Previous experience in operations
• Customer base includes Wendy’s, McDonalds, Pizza Hut, etc.

Material Handling Sales – Western Based

• Sells 100% through distribution
• Experience: conveyor systems, racking, mezzanines, pallet shuttles
• Increased revenue by 400% through personal sales contacts during first year in assigned territory
• Bachelor’s degree in mechanical engineering

Material Handling Sales – Western Based

• Sold over $350k in Q1 2024
• Covered 5 states through distributors and end users
• Developed and built distributors in material handling industry
• Forklifts, warehouses, customer base, compacters, conveyors
• Hunter mentality knocking on doors within large sales territory to generate revenue

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