Looking for talent? Go to School

"This is Moray, Alex notes from the sea," is the name of my kid cousins, blogs.

Alexander worked for the Woods Hole Oceanographic Institution. "It 's the job of my dreams," he said. A position he took to be interned, then graduating last month by Franklin W. Olin College of Engineering. A school, The Princeton Review editors call it, "small, innovative, and populated with bright go-getter engineers", and say that the college "could be the most dynamic undergraduate institution in the country."

But enough about my cousin.

Some of the brightest, most talented people for the current workforce and future of your business might be right in your garden. I'm talking to students at local universities or universities of the area - including vocational education, technology, community and junior colleges. There are also guys from your area who go to school somewhere else, go home for the summer, but when they graduate, they want to go home and work.

Russ Gaitskill, president of the multichannel merchant, Garnet Hill, located in the beautiful mountains, but after the New Hampshire White, has had a successful college internship program for over 6 years. Take 7 to 10 summer interns and 3 during the second year. "A number of these interns are working for us full time and are doing a solid job in merchandising, marketing and creative," said Russ.

Internship opportunities at Garnet Hill are paid, the last 6-16 weeks, and are advertised on the website of Garnet Hill, as well as in local newspapers. They are also promoted through the relationships the company has with local schools and area universities and referrals from other students.

"Our priority is the children who are from the area. Trainees are from universities in Vermont, Massachusetts, New Hampshire, as well as schools such as Parsons in New York, and Rhode School of Design (RISD)." "And I get to interview everyone," Gaitskill said.

Steve Rothberg, CEO of CollegeRecruiter.com, in an online article in Workforce Management, is quoted as saying that many companies still do not understand the strategic value yers in January to play in the workforce could suffer a shortage of talent in the future. This group of individuals is a key source of labor supply inventory - the batch of trainees recruited this season can be collected for entry level positions next year.

"Companies need to think of interns not only as a source of educated and cheap labor, but also as the next wave of leaders," says Rothberg. There are about 4 million U.S. college students, of which 1.5 to 1.75 million are in their junior or senior year - the first year of apprenticeship recruitment.

The desired conversion rate from internships to full-time employees is 50 percent, according to the National Association of Colleges and Employers, a Bethlehem, Pennsylvania-based organization of information resources on employment of college-educated. In 2004, members of NACE reported a conversion rate of 45 percent and a rate of 35 percent in 2005.

Yers to reach Gen and generate buzz.

The good news is that there are far more students than the number of available internship openings. The bad news, however, is that the batch of high-potential candidates - those who rank high in their class or join a brand-name colleges - is small, and competition for them is fierce.

"The medium is the message and if you are not using the right tools to reach this audience picky you could be in some big trouble," said Brian Krueger, President of CollegeGrad.com, in the same article in Workforce Management Online.

"The students will be reluctant to work for a company they think is out of sync with each other or with the times," he says. Employers who have a weak Internet presence are particularly likely to be neglected or, worse still, snubbed by this segment.

A recent survey conducted by CollegeGrad.com emphasizes how important the Internet is for students who seek to get their first job. The report, which interviewed 500 respondents, shows that the Internet is by far the most widely used tool for job searching. About 60 percent of respondents say it is the best source for information about entry-level jobs.

Job fairs in second place with almost 20 percent of respondents noting that it was the best source to find career information. University career centers, and fellows at the third and fourth, respectively.

Creating a positive experience.

Recruiting qualified talent is only part of the equation in creating a successful internship program. "If you are going to recruit the colleges themselves next spring, you better make sure that trainees have a positive experience this year," says personal consultant and author Sylvia Henderson, in the same article.

"Word spread around campus on the type of employer they are -. Good or bad" Then, apply the same good management practices of the workforce full-time employees receive.

"Put yourself in their shoes," he says. "They treat them as you would like to be treated"
Give interns responsibilities which are significant. Recovery of coffee and make copies will not be getting a satisfying experience. And be prepared to offer interns constructive feedback, both positive and negative.

Do not wait until the last minute.

If you wait to start watching the students until they are in their senior year or junior college, you may have missed the boat. Many innovative employers begin to build relationships with the Gen yers years before even setting foot on a college campus, and will have the upper hand when it comes to attracting them.

Employers can avoid having to play catch-up to be proactive and targeting of students at an early stage.

Target specific areas of study in high schools that appeal to you - such as math, science, or English. Learn about the different clubs and special interest groups. Organizations like the Boy and Girl Scouts are also good starting points.

You can provide training or voluntary work within these institutions. You can also send a speaker or print materials supply, such as brochures that provide tips on professionalism, dress code, business ethics, etc. "It does not cost much, and you can get much in return," says Henderson. "And you will be at the forefront of their minds when they look for their first internship or job."

What is emerging as the most important aspect of any successful company is local or global need for an employee and a large pool Executive. So, what is needed to drive your business forward is to attract, develop and retain the highest quality talent. To find it, just might have to return to school ....