As companies face tighter competition for the best available talent, internships provide an opportunity to fuel their talent pipeline and present themselves as an employer of choice. According to the National Association of Colleges and Employers, the intern conversion rate in 2015 was 51.7 percent, making internships a healthy recruiting solution. Even more importantly, this report indicated that employees who completed an internship (or co-op program) with their employer are more likely to still be with the company at both the one-year and five-year retention benchmarks. Continue Reading →
We often hear that “nobody goes to college for a career in relocation.” In some ways it’s true; ours seems to be one of those industries that people find themselves building careers in without ever really planning to. One thing that may help change this, and raise mobility’s profile as a worthy vocation, is our summer intern program.
The idea for an intern program was suggested by our President, Dave Bencivengo, during his first Town Hall meeting of 2016 as a means of attracting, engaging and retaining talent. The idea caught the interest of Lindsey Cramer, Counselor in our Morris Plains office, who raised her hand to get involved.
“Along with a few other colleagues, I represented Weichert Workforce Mobility at a career fair at Seton Hall last year,” says Lindsey. “And a lot of students seemed genuinely interested in our business and wanted to know if we offered internships. When Dave mentioned it, it seemed a good time to revisit the topic and see what we could do.”
Once Dave greenlighted the idea, Lindsey assembled a team of colleagues representing different areas of the company to determine what a Weichert internship would look like and what areas of our business could provide the deepest engagement, and construct the program from the ground up. Continue Reading →
I was proud to have the opportunity to serve as a featured panelist at the 2015 CERC Conference along with my colleague (and millennial) Katherine Bouchard, speaking on millennials and, specifically, how they are impacting the mobile workforce. An important part of that presentation was identifying and dispelling some of the myths associated with millennials. In this post, I wanted to share some of the myths my fellow panelists and I addressed.
More than 12 million strong and representing more than one-third of Canada’s population, Millennials (aka “Generation Y”) is the largest workforce demographic to come after the baby boomers. Research has shown that Millennials make up the most complex demographic to date. They are engaged citizens, connected by technology but disconnected from traditional politics. They’re more tolerant than their parents, yet cling to goals that would resonate with their elders—from owning a house, to marriage and children, to early retirement. Furthermore, this is the most educated generation to enter the workforce—most have graduated or expect to soon and 41% are already working full-time.
In 2020, millennials–those born between 1980 and 2000–will represent 50% of the workforce. In 2025, they’ll represent a staggering 75%.
So it’s not surprising that our most recent educational webinar, Moving Millennials: Best Practices for Deploying Your Company’s Future Leaders, proved a popular session, attracting approximately 160 corporate workforce mobility professionals.
Underscoring the importance of this topic, attendees had a number of questions for our presenters at the conclusion of the program, and we received a record number of requests for the program slide deck. For those who may have missed it, you can access a recording of the webinar here.
Our 2014 Workforce Mobility Survey polled approximately 200 North American companies on the ways they deploy key talent.
In an effort to shed light how trends cascade across specific industries, we have created a series of infographics showcasing key findings filtered by sector. We believe this data provides good insight to how different industries use workforce mobility to achieve their business goals.
Our latest infographic focuses on an industry that has long used relocation to help land and develop the most highly-prized talent: the energy/gas/oil sector.
Give this infographic a look (you can click it to enlarge). As always, for more information and further breakdown, feel free to contact us.
With recruiting season almost here, companies will turn to internship programs to help them develop talent within their organizations. Such programs are valuable for both the interns and the companies that bring them on, as it allows them both a “test-drive.” For the company, it’s a chance to get a glimpse of the emerging workforce and the skills they bring to market and identify a pool of future candidates. For the intern, it’s a chance to develop relationships and absorb an organization’s culture in ways that external candidates cannot.
Often, workforce mobility isn’t factored into the internship program, or at least right away. The immediate concerns revolve around intern selection and the program objectives. It is not until all of this is covered that the company looks at the assignment of the employee to the corresponding location or business unit.
I looked at a number of relocation programs developed for interns and found many common housing practices. For example, most companies cover housing costs for their interns. This is especially true in the oil and gas industry, although other large and mid-sized organizations have been known to do it as well. On the other hand, there are companies that require the intern to contribute to the cost, often a fixed amount ranging from $600 to $800 per month.