From creating access to opportunities nationwide to attract and retain talent in geographical areas suffering from “brain drain,” to running innovative initiatives for non-profits serving diverse communities, Parker Dewey is here to help.
How it works
Our impact goes beyond creating pathways for college students and recent graduates to careers. Through short-term, paid, real-work experiences, organizations identify and attract candidates from all backgrounds who have grit, determination, and the skills to thrive.
How Micro-Internships can support your stakeholders
Engage students from all backgrounds
While many envision college students as 18- to 21-year-olds the majority are older and juggling many priorities. Students and recent graduates need alternatives, more accessible options to help them become career-ready and not be overlooked due to school, major, or GPA—factors that are poor predictors of success in the workplace
Promote early career development
Micro-Internships create opportunities for organizations to “test-drive” candidates early in their academic journey. This allows students to try on roles to see if a project fits their interests and skills, while building relationships with companies across the country.
Support local community
Micro-Internships turn the gig economy into a pathway, not a destination. By expanding access to professional opportunities for candidates that otherwise may be filtered out through traditional processes, your organization can provide equitable access to all types of college students and recent graduates. Micro-Internships enable organizations to start building authentic, supportive relationships with candidates in your community that are underrepresented in your workforce.
Build authentic relationships
Micro-Internships provide an innovative way to build ongoing relationships between college students/recent graduates and professionals in need of short-term project support. Since most Micro-Internships are completed remotely, students learn about opportunities, careers, and industries nationwide.
This idea that we have jobs and these students need to conform to our way of doing things is a fine strategy if you don’t want to hire diverse students. It’s not a good strategy if you do. The old models do not work for the majority of today’s college students. There is an effort that has to be made by employers if they really truly want these students, they’ve got to try to meet these students where they are.
Portfolio Director, College Success,
Michael and Susan Dell Foundation
For the student-athlete, their resume is not going to be glowing and filled with experience but that doesn’t speak to their talent, so employers should think about how are you making it accessible for them to show you their skills? Short-term projects give hiring managers a chance to assess the talent in a space that’s low risk for the student.
Executive Director and Co-Founder,
The Winning Edge Leadership Academy