strong leaders and participants. Find common ground and frame your goals in the context of theirs. It's your job to create a clear alignment of goals that people are happy to support. Here are some of our reasons why creating a better internship program has a positive impact on business. Remember that they are specific to our business purposes. Yours should be too. Our internship program is a big investment. Think: review of applications, interviews, hiring, onboarding, training and ongoing support from our team. We also pay our interns $12/hour, for a total of approximately $3,000/internship and $54,000/year (conservatively) in compensation only. For all the time
resources, and dollars that fuel this program, we needed a stronger, more reliable return. For the company, our teams who support this program, and our trainees whom we wish to hire full time. This involved restructuring the program to make it a reliable, high-quality talent pool. Taking our investment in internships and channeling it into a long-term employee email list hiring strategy. We are moving fast. When a new associate request opens, we need cuts our recruitment time by 500% and onboarding by 50%. Giving our teams the talent they need quickly while allowing us to redirect our time to more demanding roles. We need a mindset. We believe in a holistic approach to digital marketing rooted in big data.
Tools will always change, we can teach tools. What we need is a shared vision of the future of digital marketing and the will to run in that direction. What better place to start? (It works! After our program redesign, 100% of interns supported data strategy efforts. )Step 2: Structure your internship program In total, we hired 12 associates in the first four years of our internship program. This represents 15% of all associate hires from 2015 to 2018. Not bad, but it's by no means a trust pipeline. When looking at the structure of our previous internship program,