Minterns, which is a catchy way of saying “mid-career intern,” have sprung up recently as a way for already pretty established individuals to make significant career changes.
Recruiting for interns and entry-level employees is one thing, but it’s another ballgame when it comes to recruiting for those looking to restart their career in a completely different field.
When you’re looking to recruiting for minternships, it can be difficult to know what to look for. Here are three ways you can be sure you recruit top talent from an unlikely source:
But first…why recruit for minternships?
Internships are traditionally a stepping stone for those with no career experience. The average age of those in internships are in their late teens to early 20s. Why then, would someone who already has a high-paying job, want to work for no salary or a significantly lower one?
The fact of the matter is, candidates today care more about their fulfillment and happiness at work than their salary and position. When it comes to recruiting, it’s important to make sure that your hiring process highlights that.
1) Check your unconscious bias at the door
It’s easy to associate internships with those who are in college or have recently graduated. When it comes to minternships, however, the talent pool is older and has a more diverse background. When interviewing these candidates, it’s important not to have certain biases against those with more experience (and who have been out of college for longer).
This is why interviewer training is so important. With the right training, interviewers are more easily able to spot candidates with the necessary soft skills.
2) Don’t expect candidates to know everything
It’s easy to subconsciously expect someone taking a mid-career internship to have more knowledge about the field than those fresh out of college. However, that’s not the case. The point of an internship is, of course, to dip their toe into the field and get experience. That still holds true when you recruit for minternships.
Make sure the interview process is structured and gives all candidates a view into what working for the company will be like.
3) Recruit in different avenues
Typical recruiting for internships means contacting professors or networking through an existing internship program. This can feel alienating for those that are older and looking to make a career change through the internship, not just start out.
Leverage your existing network of top employees and create a referral program. This will help you recruit for minternships through your already established networks.