College-to-career transitions are broken, especially for first generation college students, women, and members of minority groups that are underrepresented in the workforce. While companies understand the value in increase diversity, they often face challenges related to recruiting from certain schools, majors, or GPAs. This is why we developed Micro-Internships.
After I graduated, I had to help my family and ended up working at a restaurant. Trying to switch industries was hard, but after doing a few Micro-Internships, I was able to use that professional experience to land an internship, which led to a full-time career. Parker Dewey changed my life!
I feel so lucky that I found Parker Dewey. It allows me to add to my resume while also getting real interactions with employers.
A lot of my personal growth has come through the diversity of all the projects I have been able to take on. The projects have ranged from writing lesson plans for a charter high school in California, to sales research projects, to lead generation and list compilation projects, all the way to writing a blog article. Me being an undergraduate chemical engineering student at Texas A&M University, it has been very interesting for me to see myself in so many different situations that have been well out of the scope of engineering. I have put myself outside of my comfort zone and have learned how to excel in different situations working with a diverse group of people.
Parker Dewey has opened up so many opportunities for me.
Micro-Internships helped me to find and secure my first job after graduation.
Micro-Internships help employers fulfill their talent needs and build entry-level pipelines of Career Launchers from underrepresented populations.
Too often hiring managers and recruiters rely on the same networks year after year to fill entry-level roles. Whether it’s recruiting exclusively at target schools, preferences for referrals, or an unconscious bias towards hiring candidates with profiles that are “just like us,” the negative impact on diversity is the same.
Even teams with strong diversity and inclusion programs can struggle to recognize the merits of a potential team member with a background different from their own.
Micro-Internships help professionals address these challenges by providing opportunities to work with diverse talent on short-term, professional projects.
By working with Career Launchers outside of the existing talent pool, professionals will see diverse talent in action, discovering the skills a previously untapped candidate can bring to the team.
When entry-level hiring practices focus just on target schools, companies compete for just 1-2% of the 3.8 million degree-earners in a given year. As a result, millions of Career Launchers are overlooked because of school, major, or GPA that are poor predictors of success in the workplace.
Ironically, this is happening at a time when the war for talent is heating up--by 2020, 12 million jobs are expected to go unfilled due to a lack of skilled labor, yet the talent is there, they are simply being screened out by technology.
Not only do Micro-Internships help companies expand their talent pool, but these auditions allow companies and Career Launchers to mutually assess fit before committing to an internship or full-time role.