Why Your Next Intern Should Come From High School

High school interns can help companies compete in a tight labor market

This past summer, the high school interns at our education technology company have been tasked with everything from analyzing data on college admissions trends, writing blogs and working on our social media campaigns. No matter the project, they bring with them a cannot-fail attitude and a novel perspective.
 

I like to call this, “beginners’ eyes”.

Beginners’ eyes see opportunity in obstacles and creative solutions to old problems.

As the hunt for talent deepens in this tight labor market, companies across industries should widen their aperture and consider exceptional high school students. These students are analytical and dynamic, and bring with them a raw drive in direct contrast with a been-there, done-that attitude.

Two-way Value

Both sides benefit from these internships. For companies, there’s strategic value in expanding their internship talent pool in a tight labor market by tapping into a highly capable group that is typically underutilized, but brings incredible value. By employing high school students, companies can access outstanding individuals at the earliest stages of their career development, when they are well ahead of their own curve.

There’s an intangible benefit to having workers who are not only willing to work, but hungry for occasions to be useful to employers, and whose perspective can inspire fresh ideas and approaches.

Clearly, there’s value for students as they gain exposure to a professional work environment, and accrue experience that will serve them no matter what career they ultimately pursue. The internship opportunity, which is far from the norm for most high school students, also makes them more competitive as college applicants.

At AtomicMind, we’ve identified a few steps that can help both sides get the most out of these new work relationships.

Consider Micro-internships

The first step is to think through how your high school internships are structured. High school students may be more available during a few weeks or months during summer or holiday breaks, and less available for longer-term projects that require more sustained effort. So, consider offering internships based around smaller, more intense initiatives.

Such micro-internships allow companies to hire interns for specific short-term assignments with compressed turnaround times. Students are matched based on work, skills and availability. The projects can be as varied as building out a new website, entering data into spreadsheets, writing newsletters, working on social media, or conducting research.

High school micro-internships are essentially a microcosm of the gig economy – specific jobs, specific abilities, specific outcomes, all taken up with deep engagement at a blistering pace. In some cases, high school students may even have a leg up on more experienced employees given that they are digital natives, who innately understand the latest technologies and social media trends.

Make sure to offer a reasonable number of hours at flexible schedules so that students are not overtaxed between office work and schoolwork.

At our company, we have had micro-internships tied to scraping data, analyzing research trends, compiling lists and other administrative work. Student interns look at these projects as an opportunity to learn, not only from the job at hand, but also the inner workings of how a company functions and how various inputs ultimately come together to lend value to a greater whole.

For hiring professionals, this may mean redesigning elements of internship programs and working closely with managers to identify ultra-definable needs.

Connect with High School Students

A key to recruiting high school interns is to be intentional about sourcing this new talent. High school students may not be aware that internships are options for them at their level of education, unlike college students who spend months looking for such jobs. Companies must be proactive about seeking out high school students by networking at local schools with those who can identify ambitious and talented individuals.

At AtomicMind, we have the benefit of working with high-achieving high school students every day – students often on the path to Ivy League or elite colleges; we thus have the benefit of access to energetic interns from the scholars we are directly advising who are familiar with high expectations.

However, such natural or easy access is not necessary. We also reached out to teachers and school administrators to identify exceptional students looking for differentiated work experiences. Those leads connected us to a strong pipeline of students who made excellent hires.

Students who are proactively looking for internships can also be found via placement agencies dedicated to helping teens start early on their career paths.

Digital advertising is also a worthwhile investment. Many high schoolers search online for “high school internships” whether for local or virtual opportunities. Place some ads online for your high school internship opportunities and monitor the responses – you’d be surprised at the quality of candidates that come through.

Self-driven students who apply for high school internships are often a self-selecting group; responsible individuals who value such opportunities for either the experience, the pay, or both. They’re undaunted by heavy workloads, and because of the academic pressures of high school, they are used to handing in deliverables on a deadline.

Of course, you must screen these students just as you would any other candidates. A few indicators that a student is capable of are excellent grades, leadership in school clubs, pending admission to a top college and excellent writing samples.

Give-and-take Relationship

Come up with a plan for how you will develop these newly hired interns throughout their time with you.

Approach these internships as a two-way street, knowing that each side must put in work to reap the benefits. Tell students up front what they will be doing for you and why, and what you’ll be doing for them. Explain to them not only what they “need to know” to get their jobs done, but also the “bigger picture” of how their work will be used and what their contributions will lead to. This will result in the holistic learning they crave.

Making time for feedback and questions is also key. Go back to the building blocks of how people learn. Companies and leaders should commit to keeping lines of communication open, delivering regular feedback and nurturing younger workers through encouragement and gratitude.

In return, these students will offer companies enthusiasm and a strong work ethic. They are conscientious about contributing and hungry to make a difference.

This past summer, I shared with my high school interns my appreciation for their work and how I think they can further develop their skills.

In return, their beginners’ eyes have given us a fresh perspective about the world and a reminder to embrace the exhilaration of rising to the occasion in the wake of elevated standards, no matter how many years we have been working.

Author Bio

Leelila Strogov earned her Bachelor of Science degree from MIT and, with dual interests in the humanities and sciences, works with students around the world. As a former journalist and current CEO and Founder of AtomicMind, Leelila employs her interest in people and storytelling to students, helping them develop the tools and mindset that enables their success, and assisting families as they navigate college admissions.