I openly refer to myself as the Chief Executive Master Overlord (CEMO) of the internship program here at SME Digital. Admittedly, that might be an overstatement, but the fact remains that we have successfully nurtured our two interns over the past few months into full-time positions. And that isn’t a happy mistake; it’s the completion of a happy plan.
We promote our internship program as “not your typical internship” and we mean that. No coffee runs, no copier duty, no disrespect, no boring stuff. As a small yet powerful team, the success of our interns is absolutely tied to our own successes. Recognizing that is step one to running a prominent, fruitful program, but getting there takes planning and forethought. I’ll share with you some of our strategies and learnings, and I would love to hear yours (the comment section is yours).
One of our clients onboarded a new community manager for the re-launch of social for their brand this month. As their partner, we had the honor to onboard this person and build a great manual to get them started. As we built the manual and shared it with the new community manager, we realize that so many people would benefit from the contents of this manual. When starting a new job, it’s hard to know what’s expected of you in your new role. It can be overwhelming.
It was exciting to see that this company cared so much about the incoming talent that they had us create and train them on this document. There were seven sections to the document and each section had a ton of detail, but the idea was to create this so that it could continually live and grow over time as the community and the role changed. So, what were the seven most important things that the community manager needed to know? Well, here goes: