Micro-Internships Myths: Part 1
Are Micro-Internships a replacement for 10-12 week programs?* Will training and onboarding take longer than the project?** Can I convince our hiring managers to take a chance on a nontraditional candidate?***
We've all heard "the definition of insanity is doing the same thing over and over again," yet so many recruiting organizations that are stretched for time and resources are hesitant to try something new. We heard you and are excited to introduce real Micro-Internship users to discuss some of the most common objections and "myths" about this new approach to experiential recruiting.
During this panel discussion, we'll discuss common concerns from recruiters about how, why, and where Micro-Internships fit into the early-career talent pipeline.
General Manager and Senior Vice President
Then, tune-in to Part 2 of this conversation where students and recent graduates that have participated in Micro-Internships will share the value and benefits that short-term projects provided them.
*Nope! Micro-Internships are used by recruiting teams as a complement, precursor, or supplement to their existing early-career programming to engage diverse candidates in need of alternative pathways, as well as to introduce skills-based hiring into their organization.
**Definitely not! In fact, if a project requires a ton of industry knowledge or expertise, it's not geared towards early-career candidates you are seeking to engage. Check out our helpful flowchart, "Can A Micro-Intern Help?"
***YES! Watch the replay now to hear directly from Micro-Internship managers on how working with candidates typically filtered out of the recruiting process helped to overcome unconscious biases.
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