The value of summer internships is proven for companies and college students. As originally conceived, internships allowed companies to provide college students with opportunities to learn about their organizations, and for students to explore career paths and demonstrate skills prior to graduation.

However, these internships have evolved to become a prerequisite for roles at many companies. The result is that students no longer view them as opportunities for exploration, leading them to only pursue roles at a limited set of companies. While companies still get the benefit of seeing the students’ work, it has become more difficult to engage students not already considering their roles including those from diverse and other underrepresented populations. 

While companies have relied on on-campus events to overcome this issue, this year’s remote recruiting presents a unique challenge. No longer can companies count on students to invite their friends to presentations or use pizza to entice a student to learn about a role. And with many companies using similar playbooks with virtual career fairs, interesting content, and targeted marketing, it will be even more difficult to stand out. 

Fortunately, the solution has already been proven for decades: internships. And while internships were historically limited to on-site, longer-term experiences, technology has allowed them to take place remotely. In addition, there is also no reason they need to be limited to 10-week experiences, as the emergence of the $1.3 trillion gig economy has demonstrated that everyone has professional projects that aren’t the best use of their time (but are great for a college student).

We’re not suggesting that summer internships should be replaced with these project-based Micro-Internships, or that companies should abandon their historical recruiting processes.  Rather, by viewing these Micro-Internships as “job dates” that can lead to the “engagement” of summer internships or “marriage” of full-time roles, internships can return to their original purpose leading to better outcomes for companies and students alike. 

Jeffrey Moss, Founder and CEO

What We're Reading

How Internships Can Serve As A Win-Win For Employees And Companies - Forbes

“While internships are a fantastic pathway for those starting in their career, it is also a prime method for organizations to find and cultivate top talent.”

Internships are a win-win for both companies and students. Even though many companies have pivoted to virtual internships as a result of the pandemic, providing these opportunities ensures that employers maintain a pipeline of high achievers. 

Related reading: Why year-round internships are a good idea, Remote Internships 101: Your Guide to Creating and Managing a Remote Internship Program 

More Strategies for Maintaining A Talent Pipeline - NACE

“It may be hard to justify it now, but young talent not only costs less now, but it also serves as an investment in what the business’ focus will be in the future, even if the employer does not know what that will be at this moment.”

Hiring new college graduates might not always seem like a smart financial move, but can serve as one strategy to keep your pipeline full. This article from NACE explores different ways that companies are keeping up with the demand for skills alongside the challenges of COVID.

Related reading: Platforms for Hiring College Students in a COVID Environment 

Polis signs diversity, inclusion order for state workforce - Colorado Politics

“Each of us diversified this space by being here. There was no intention involved. That’s where inclusion comes in. Because inclusion is about what we do with our diversity.”

A new Colorado executive order aims to establish diversity, inclusion, and equity in their state’s workforce. 

Related reading: In Corporate Reckoning, Executives Pressed to Improve Racial Equity in Workplaces 

Student Voice: How Companies Can Benefit Through Micro-Internships - Parker Dewey 

Our latest video interview shares what you can do to provide the best experiences for students during their Micro-Internship projects – and what kind of companies are best suited for this strategy. 

Related: What’s in your mix of virtual recruiting tactics?

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