Many founders see the value in an internship program, but are worried about return on investment. It's worth thinking about what your talent pipeline looks like. In the early stages of a startup it is natural to be time-poor. So, investing time and resources into an intern might seem like a struggle. But the people you invest your time in now could be the lifeblood of your organisation in a few years. If you put proper time into crafting an internship program that nurtures young talent, there could be no end to the return on investment your business will see. In a small startup, your team is your company. Bad hires will make or break your business. You are probably well aware of the importance of hiring a diverse team- but this isn’t always as easy as it’s made to sound. What if you can’t find diverse talent because of an issue in the pipeline? 

Building a diverse talent pipeline

It’s hardly a secret that there’s a diversity issue in the tech scene. This lack of representation needs to be addressed in our schools to provide more accessible pathways into the workforce. Organisations like Tech She Can offer education packs for schools for a variety of age groups- pledging to increase the number of women in tech roles. Likewise, Founders4schools connect business leaders with local schools and colleges to help bridge the gap between education and work. Our Director, Alan Furley paired up with Founders4schools last year and gave a presentation at a local school to 100 students about leadership skills. Getting involved with events like these can be hugely valuable. Not only will you have a direct impact on our future workforce, but you’re also an active part in helping the younger generation to learn new skills and open their eyes to the world of work that awaits them. If you want to start building a strong talent pipeline, reach out to local schools and colleges to help you to raise awareness for non-traditional career routes.

Investing in an Internship Process

We recently spoke to Ahana Banerjee- Founder of Clear, on our Scaleup Diaries podcast. As a recent graduate herself, Ahana recognises the importance of investing in junior talent. Last summer Ahana reached out to her old school and set up an internship program to run for 3 weeks. This turned out to be a fantastic opportunity for the interns who learnt more about the startup world. She took the time to interview all the applicants and asked them what they hoped to get out of the process. She then took these answers and created a solid plan of action that everyone could work towards. Of course, not every internship will result in a hire, but for some it was an amazing eye-opener, and they did so well Ahana bought them on to the payroll. Building a diverse talent pipeline takes time. It isn’t going to happen overnight. But the young minds you invest your time/money in now could be the lifeblood of your business a few years down the line. 

How to build a successful internship program

Knowing you want to set up an internship program and knowing how to set up an internship program are two different things. Of course, every startup is different and there is no one-size-fits-all option. Some teams may have the facilities to bring on several interns, some may only have the time and resources to dedicate to one individual. Either way, you need to establish what you want both parties to get out of the process. Here are the steps to take when creating an internship program.

1. What do you want to get out of the internship?

Do you have a specific project that your team is working towards? An internship can feel a lot more worthwhile for both parties if there is a common goal. Talk to your team and figure out what you need and what support you can offer to an intern. You may have some team members who have gone through the internship process themselves so will have a good idea of the process and what support you should offer. Your answers to this question should help you form an idea of how to source your talent.

2. Reach out to local schools/colleges/ universities

Spread the word about what you are offering. There are many different ways of introducing people to the workforce. From unpaid work experience, short summer internships to a year-long internship, establish a timeframe and a budget. Whilst work experience and summer internships might tie in better with school holidays, if you know you want someone to join the team for a longer period with a specific goal in mind, then look to local universities and colleges to grab the attention of people looking for a step-up into the workforce. Make it clear how you want people to apply. Give clear outlines of when the internship would start/end and what skills they would get out of it.

3. Treat the interview as a learning experience

For many young people, this could be their first experience of an interview process. Whilst it is helpful to provide a learning opportunity, don’t go straight in with the hard-hitting questions. Ease them in gently to the process and, like Ahana, treat it as an opportunity to learn what they hope to get out of the experience. Ask what they would require from you in order to make the process successful. The best interviews are never a one-way thing.

4. Appoint someone to lead the process

Establish a point of contact for your intern. Whether this is you or another member of your team it doesn’t matter- as long as it’s clear to everyone involved. Of course, unless you are running several internship schemes, it is very unlikely you will have a member of the team whose sole job is organising and mentoring interns. Instead, speak to your team and ask who would feel comfortable to take on this responsibility. This could be someone who has experience training new starters or someone working closely in line with the project you have set. If you know you want your intern to get involved with building a strong online presence, it doesn’t make sense for their mentor to be a backend developer. This isn’t to say that everyone can’t be involved in the teaching process- but having too many voices giving conflicting instructions will lead to confusion.

5. Regular check ins

Communication is key. Regardless of whether your internship program is run in-person or fully remote, make the time each week to schedule a catch up. Ask questions that’ll help you understand what they are enjoying and what they are struggling with. -Is there anything you need help understanding? -How are you finding your workload? -Is there something you would like to learn that we haven’t covered yet? -What progress have we made on XYZ? -Do you have any questions for me? -What are your plans for the rest of the week? Not everyone learns in the same way or at the same pace. But if somethings not working, don’t just repeat it with the hope that it’ll stick. This will lead to everyone involved getting frustrated. Change it up and try it again.

6. Review and Adapt

It is important to celebrate successes as a team. Having goals to work towards will help the intern to come away from the experience feeling as if they have accomplished something. Continually review their performance so when their internship comes to an end, you can reflect on clear milestones and celebrate their achievements. If over the course of the program they have become a member of your team that you see value in adding to the payroll long-term, speak to them about their career plans. If you enjoyed the process and want to repeat it in the future, think about what areas went well and what needed improvement. Then adapt your program accordingly. Who and what you need will inevitably change as you scale.

When internships go wrong 

Internships go wrong when decisions are rushed, and communication is broken.

Of course, the startup environment isn’t for everyone, but if people are leaving unhappy with your business, it will have a direct impact on your employer brand.

Internships go wrong when clear expectations and goals haven’t been set.

If you don’t have the time to give to an intern and are seeing them as a disposable form of cheap labour, then no one will benefit from this setup.

Internships go wrong when neither party learns anything

Some interns find that they are being treated as the office dogsbody - making tea and left to their own devises. In this case, neither employee or intern will learn anything from the experience and it’s a wasted opportunity.

When internships go right

You will be giving someone the tools and experience they may need one day to start their own business. You’re also actively helping to diversify the workforce and give opportunities to people who may have been failed by traditional education routes otherwise. And if you’re not able to offer an internship program right now, then look into what you can do instead. Whether it’s connecting with a charity like Founders4School or volunteering at somebody else’s industry event- a couple hours of your time helping to shape the future talent in your industry will never be wasted. And you never know, there could be a young person sat in the audience who will tell people in years to come the very moment they knew they wanted to start their own business. Or perhaps even more importantly, the moment that they knew they could.

If you want any further advice on diversifying your pipeline and creating an internship program that works for your business, don’t hesitate to get in touch at: 0117 4280600