Finding the Best Summer Interns for Your Agency

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The scramble to find internships is already well underway for college students—especially those who are thinking about future careers. Although many employers view temporary summer staff as extra work, smart agencies and marketing services professionals see hiring interns as an investment in their own future and a way to leave a mark on the next generation of marketers. Making that commitment can pay off in the long run.

Over the past 15 years running my own marketing services company, I have probably worked with close to 50 interns—at all stages and varied interests. I’ve had my “learning moments” along the way. Many students who are majoring in marketing, advertising, or PR enter the professional world without a clear understanding of how agencies and services companies operate—so be prepared to teach as you benefit from the hours, talents, and energy of an eager new addition to the team.

Create a clear job description, along with KPIs.

Be sure to also outline the learning that your intern will gain  over the summer. Think about all those projects you never have time to get to and that can be completed by (or assisted by) a smart student. What seems mundane to you could be a new and exciting experience for a college junior considering a career in marketing.

Make a short list of those skills that are critical to the position.

If, for example you’ll be overhauling your prospect database this summer, attention to critical detail is key.

Utilize word-of-mouth (including social media) to source candidates.

Alumni groups can be a great source of summer talent. Do not limit your search to students! Many people returning to the workforce after having kids or professionals who are job-hunting may be open and eager to work with you. A summer intern can be of any age or stage.

Giving candidates a simple test will help you gauge their work habits and skills.

I ask intern candidates to write a short (250-word) blog post or do a simple research project, for example. Agree to a time frame for delivery up-front and pay close attention if someone is late or makes critical errors.

Reference-checking is always important.

If the intern candidate hasn’t had previous work experience, then ask to speak to a professor.

Plan for the intern’s first day.

How you on-board summer interns reflects on your agency or company. If he or she sits at a desk with nothing to do, you can be sure that’s the first thing friends and parents will hear about that evening. Or, worse yet, it may ultimately be broadcast on online review sites. Even temporary team members should be treated with the same respect as employees.

Establish ground rules for client communications.

Having an intern sit in on meetings or calls can be a great learning experience for him and can provide more context around assignments. But set boundaries in terms of what types of communications  need to be approved, in advance, by someone on your team.

Although an intern may only be at your company for 60-90 days, establishing regular meeting times is important.

Inquire how the summer is going and provide performance feedback. Be patient throughout the training process. Remember that stage in your own life and how important having great mentors was in your own career development.

Don’t forget some (age-appropriate) fun over the summer.

A once-a-week lunch or an after-work sports or cultural event is a great team-builder and will help motivate your summer (and year-round) staff.

At the end of the summer, offer to provide a reference or a LinkedIn recommendation

Ask interns what you can do to improve your summer experience next year and be open to listening to feedback. If the experience went well, take the time to write them a recommendation letter or an endorsement on LinkedIn.

Hiring and training a summer intern may sound like a big commitment. But if you start training the right person over the summer, he or she may want to step into a permanent role with your company in the future or simply work part-time year-round.

Claim Your Listing

Clients look for agencies that deliver great results AND are great to work with. Make sure prospective clients can easily find you—and read glowing reviews about you.  on the UpCity site.  It’ll open up a whole new stream of prospects—companies looking for the best in local and national digital savvy.

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Nancy A Shenker

Nancy A. Shenker is a marketing innovator, brand builder, writer, and speaker, with both client- and agency-side experience. Over the course of her 40-year business and marketing career, she has been a C-level marketing executive, an entrepreneur, and a mentor to hundreds of small businesses at all stages. Founder of theONswitch marketing(R), Shenker was formerly a senior executive for major consumer and business brands, including Citibank, MasterCard, and Reed Exhibitions. Shenker has written four books, and publishes a women’s entrepreneur community called sheBOOM, as well as A.I. website Embrace the Machine(R) and travel and lifestyle website BleisureLiving(R). She writes a column for Inc.com called Bots & Bodies, covering the human aspects of technology and speaks about digital marketing, transformation, and women’s career paths at national conferences.

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