Summer session recruiting tips

It may be the depths of the polar vortex (sorry, I mean “winter”) – however for recruiters and HR professionals at prestigious law firms, financial service organizations and other professional settings here in NYC and other major cities, preparations are in high gear recruiting for the summer session.

Starting around May and going right through to August, the best and the brightest from the most elite universities in the country and world descend onto The Big Apple to partake in summer programs: highly competitive internships designed to provide highly motivated students with real-world experience before they complete their degrees and enter the workforce. For companies that wish to hire top performers, the summer session is a crucial means of attracting and introducing potential new hires to the firm.

Here’s what will ensure that they tear your forthcoming offer letter to shreds:

1.         Not delivering what was advertised – The competition surrounding summer sessions runs both ways: firms want only the most qualified applicants to participate, and high-performing  students have many choices at their disposal. If they feel that the session didn’t deliver what was promised in terms of professional development & mentoring, networking, access and other perks, they are going to find full-time employment elsewhere

2.         Not the right fit – Culture across professional environments runs the gamut, from the most buttoned-up conservative firms to the lose, work hard/play hard types. If through either miscommunication, misconception or overly eager hiring practices you wind up with the wrong summer associate for your company, not only will that person not accept your offer upon graduation, but you will have lost the opportunity to fill that spot with a more appropriate candidate.

3.         Lack of positive impact – For young undergrads, law students or MBA candidates who have committed to your firm, flying to New York City for an intensive summer session understandably raises their levels of expectation. When they eventually go back from whence they came at summer’s end, in order to ensure they sign on for full-time positions you had better ensure that the limited time spent here was positive, meaningful, memorable and impactful.

4.         Not having fun – Summer programs are by no means summer camp – interns are expected to arrive every day and work their tails off, and perform at their highest levels – sometimes until the wee hours of the morning. A key differentiator among elite firms when targeting summer associates is the promise of not only a top-notch professional work experience, but a great time as well – structured social opportunities, chances to mix and mingle with fellow associates, to explore and enjoy the city. If a summer associate feels he/she killed themselves over the summer and didn’t have any fun, you can’t expect them to want to work for you full-time.

For more on how to help make summer associates feel welcome and have a great time during their brief session with your firm, visit https://trivworks.com/trivia/corporate-entertainment