Summer can be a perfect time for your law firm to attract future full-time talent. Whether you want additional help with work, are looking to pay it forward, or hope to create a pipeline of the next generation of talent, a summer internship is an investment that pays off. Check out these #Changists inside tips that will help streamline your Summer Associate Program.
How a summer intern can help your business
If your law firm is having trouble finding good talent for secretary or paralegal roles, consider creating an internship program. This will not only give students work experience, but it will also help your business grow. From social media planning to answering emails to organizing electronic documents, a summer intern can help your business stay productive by completing tasks and jobs that need minimal training but are essential to your success.
How your business can help a student, recent graduate, or entry-level talent
Though a summer internship is temporary and only lasts several months, giving a law student or recent graduate the opportunity to be part of your workplace can give them skills, experiences, and professional relationships that will last them their entire careers. Being a mentor for them, inviting them to network events, and letting them know you’re in search of long-term help will create a pipeline for new talent early on from your firm, allowing them to later work full-time.
Creating your program timeline
The key to a successful internship for both the student and the employer is to plan, interview, offer, and operate promptly. Because summer breaks only last three months, it is important to prepare your internship program accordingly. According to LinkedIn, setting a date as the “goal start day” for your new intern will help your planning, and start your program off on the right foot.
💡 Goal Start Date: June 1st
January 15: Determine internship goals, job responsibilities, and internal fit
February 15: Outline internship opportunity and map out a three-month work plan
March 1: Create a job posting and advertise the internship (online or on-campus)
March–April: Conduct interviews with potential candidates (online or on-campus)
May 1: Extend a final offer to intern
May 30: Orient, train, and complete new-hire paperwork for a seamless transition
Interview Questions for Internship Candidate Interviews
The search for the right talent often begins during the interview process. While virtual interviews can get the job done, employers can often learn the most about the potential of a student intern candidate while meeting them at their universities. Whether virtual or on-campus, here are a few interview questions you can ask your potential summer intern:
- Why are you interested in this internship/company/industry?
- What skills or experiences are you hoping to gain from this internship?
- What is the best team you have been a part of and why?
- Tell us about a situation where you took initiative or took on a leadership role.
- What is one challenge you have faced, and how did you overcome it?
- Tell us about a time you had to learn something completely new.
- Can you tell us about a project or accomplishment you are proud of and why?
- What is your most noteworthy achievement?
- What are your career goals?
- Do you prefer planning and organizing or working under pressure to meet deadlines?
- Why do you believe that you are the most qualified candidate to fill this role?
- Why did you decide to major in this subject at your university?
- Where do you see yourself in the next five years?
How The Changists can help
In less than one week, The Changists can help create a customized summer internship program that will create growth opportunities not only for students and recent graduates but also for your business or law firm.
Book a consultation with us today to find out how you can implement a summer program for your legal support team.
