InternCLE Podcast

InternCLE Episode 064 - The Greater Cleveland Film Commission Mike Wendt and Maria Rouzzo joined me this week to talk about the Film industry and the opportunities the Greater Cleveland Film Commission connects its interns to.  I did not know much about the industry itself and this interview opened my eyes to the ins and outs of Film in Cleveland.   Mike shared that there is a tight family like feel to film production.  That the film industry uses a mentorship approach to bring people into, connect people and grow them in this unique field.  While currently forced to go remote, the GCFC year-round internship experience is a strong connector to the Film industry for students and adults alike, looking to gain entry.  In a non-COVID year, interns help Mike scout locations for films, help maintain databases that are used to catalog resources or support grant writing initiatives, get creative themselves coming up with promo videos or blog contributions, and so much more. Here is more information about the GCFC Internship/Shadowing Program: All seasons are tentative for now, but they are always accepting applications! Apply by filling out this form. You can read more about GCFC's internship program at this link. Keep in mind we cannot guarantee any access to any current productions that are filming.  Please contact EA/Office Manager Maria Rouzzo with any questions: mrouzzo@clevelandfilm.com GCFC Production Coordinator Mike Wendt - mwendt@clevelandfilm.com  Stay up to date on jobs, workshops, events and other film/media production opportunities: Sign up for the GCFC newsletter!Keep an eye on our website www.clevelandfilm.com under ‘Jobs & Training’ > ‘Current Opportunities’ and ‘Workshops’Check out our online training program, FilmSkillsLike and follow us on FACEBOOK, follow us on TWITTER and INSTAGRAM In the show we referenced the Greater Cleveland Sports Commissions interview on the podcast – you can find that episode here: https://podcast.interncle.com/266696/3658471-interncle-episode-044-greater-cleveland-sports-commission-and-adulting-a-crash-course Around TownDon’t forget to register for the Ohio Cooperative Education Association’s annual conference May 27-28th.  OCEA Conference - http://www.ohioco-op.com/event-4189909

Oswald Companies https://www.oswaldcompanies.com Abigail Lewis &  Zoe Brown Founded in 1893, Cleveland-based, and employee-owned, Oswald is one of the nation’s largest independent insurance brokerage and risk management firms.The insurance industry is a growing industry with many opportunities.  The insurance industry is often overlooked by students, but there are opportunities for all majors at companies like Oswald.  To learn more about careers with Oswald check out their website here.Part of the mission of the Oswald internship program is to educate students on the insurance industry.  Abby and Zoe intentionally planned their internship program for 18 months before it launched.  They used some of the framework laid out in the Talent Management Workshop and Book (see our interview with Dr. Shindell in episode 47 ) by Robert Shindell, a Cleveland Native who now lives in Texas.  The interview process for the internship is thorough/tough and seeks to help the student understand the industry as well.  Oswald uses a syllabus type approach to planning for the summer internship.  They recognize students different learning styles provides a comprehensive learning environment at this employee-owned organization.  Students have a liaison and mentor assigned to them to keep them on track and assign them work.  They also have ambassadors within the organization that act to help students get socially engaged in the organization.  The senior leadership team at Oswald meets with the interns as well, and truly support the program. This was the first year of the Oswald program as a standard program.  They launched it during a pandemic!  10 interns joined them this summer and they have hired at least 5 with some offers pending. Not all were eligible for full time hire but may be eligible to return as an intern.   There are already 10 interns signed up for their 2021 summer program.  Their hard work and preparation paid off with a very successful remote internship program.  Students with initiative and an entrepreneurial spirit lines up well with the employee-owned company, Oswald.  Zoe “…the spirit of being a go-getter…”The interns provided feedback on this year’s program and Zoe and Abby used that to tweak the 2021 program.   Here are some of the resources that this great team is looking at or has used to make their program Rock!ResourcesCIAB – Internship school https://www.ciab.com/the-council-foundation/internship-resources/Adulting a Crash Course - https://podcast.interncle.com/266696/3658471-interncle-episode-044-greater-cleveland-sports-commission-and-adulting-a-crash-course WayUp Internship Awards - https://www.nationalinternday.com/top100-2020 OCEA Conference - May 27-28th - Register here 

Trimble – Careers Page, Students and Graduates PageGuests - Natalie Ruggiero – People Experience (PX/HR) GeneralistTashley Hatton – US Internship & Diversity ProgramsFrom the website: "Trimble is transforming the way the world works by delivering products and services that connect the physical and digital worlds. Core technologies in positioning, modeling, connectivity and data analytics enable customers to improve productivity, quality, safety and sustainability. From purpose built products to enterprise lifecycle solutions, Trimble software, hardware and services are transforming industries such as agriculture, construction, geospatial and transportation and logistics.Trimble solutions are used in over 150 countries around the world. Employees located in more than 40 countries, coupled with a highly capable network of dealers and distribution partners, serve and support our customers.For over 40 years, Trimble has created unique solutions that help customers grow their business. With over 2,000 worldwide patents as well as research and development centers in more than 15 countries, Trimble augments its organic product development with strategic acquisitions to bring the latest technologies to a wider market."PX – People Experience – Trimble made the switch to People Experience to put a focus on the strategy and human element of HR.  Trimble is looking to use technology to automate the more transactional components of a typical HR team to allow the freed up time to improve the strategy and the way they support the Trimble team. The Trimble interns went remote last year and will be remote again this summer.  Many are returning and some have remained working during the school year.  Trimble employees are passionate about their work.  Trimble offers a buddy system to their interns, in addition to professional development opportunities.  The PX team listens to the feedback interns provide and make changes accordingly to stay relevant.  They have noticed an uptick in competition for top students.  Students are successful at Trimble if they work hard and communicate well. In this episode we also mentioned episode 43 where we interviewed Scott O’Con of Tours of Cleveland.  While Tashley has never visited our beautiful city, she has heard many great things about the region and Ohio in general.  We will have to get her into town to show her all the great things our region has to offer.  OCEA Conference - click here to register

https://www.avient.com/Krysten Sarrough – Human Resource SpecialistBrian Smith - Manager, Talent Acquisition & Campus RecruitingAvient is a fast-paced global environment. Avient is locally located in Avon Lake, Ohio. They have several other global locations. Avient offers internships, co-ops and full-time positions to college students. On their company:“Avient exists to conquer challenges and unlock the potential of innovation and sustainability everywhere on earth. Working together, we connect exceptional people, ideas, and science to create specialized and sustainable materials that enhance performance and protect the environment. With a commitment to tenacious problem-solving and unwavering service, we enable customers to transform their visions into products that improve quality of life in meaningful, dynamic ways.”Their products include: Polymer Distribution, Screen Printing Inks, Advanced Composites, Engineered Polymer Formulations, Printing and Marking Inks, Polymer Additives, Polymer Colorants, Thermoplastic Elastomers, In-Vivo Formulations for Healthcare, Vinyl Formulations, Fiber Solutions and more. On their culture: https://www.avient.com/careers/career-life-avient “We improve lives all over the world by solving complex material science challenges. To do this, it takes thousands of people who possess diverse talents and a common goal: working together to create a better future. This spirit of inclusive collaboration can be felt throughout our businesses. It drives the innovation that earns us leadership positions in the markets we serve and colors the respect we show each other every day.We move fast. We have to. Being first to market is important to our clients. But we take pride in being more than just fast. We want to be best. That’s why we take care of our team by rewarding their commitment to quality and performance. And, it’s why we choose to focus on employee quality of life as well as quality of product.” To apply : https://www.avient.com/careers/career-opportunities

InternCLE Episode 060 The Cleveland Museum of Art Key Jo Lee – Director of Academic Affairs and Associate Curator of Special ProjectsHannah Hilditch – Academic Programs CoordinatorCMA currently offers several ways to learn experientially at the museum. Visit their website for updates on their programs and to apply: https://www.clevelandart.org/internshipsCMA Student Guide ProgramThe CMA Undergraduate Student Guide Program is an experiential training internship that enables college students to engage museum audiences by designing tours, guiding close-looking, presenting in educational videos and virtual programs, and researching and writing art history. As a CMA Student Guide, you will have the opportunity to explore the CMA’s permanent collection, deepen your knowledge of art history, and gain public speaking and writing skills. Additionally, Student Guides contribute to numerous educational projects across museum departments, so every year offers guides new challenges and exciting ways to share their skills and interests with CMA audiences. To apply, you must be: A first, second, or third-year undergraduate of any major, enrolled full time. Eligible to work in the U.S. From an underrepresented minority group, A first-generation college student, Receiving significant financial aid.General (academic year, summer)The CMA offers a variety of internships during the summer and fall and spring semesters. Undergraduate internships are offered in the following departments: curatorial, public and academic engagement, conservation, human resources, philanthropy, collections management, and visitor services. As of the Fall of 2020, all internships are funded.Warshawsky +Summer on the Cuyahoga (SOTC) Fellowships (academic year, summer)The CMA is pleased to introduce the combined Warshawsky fellowship and the SOTC experience. This means that fellowship recipients will receive a US$3000 stipend, free dormitory housing, and unique immersion into the community with the ultimate goal of having fellows build networks permanently located in Cleveland and Northeast Ohio. Head to the website to learn more. Arts Intern (summer only)The CMA partners with the Studio Institute's Arts Intern program to offer paid summer internships for undergraduate students who demonstrate financial need. You must be enrolled as a full-time undergraduate student as of the Fall 2020 semester. You must be a rising Junior or Senior. Attend college in Cleveland, or live within Cleveland or the boundary established by the Inner Ring Suburbs. Have an Expected Family Contribution of less than $5000 (listed on your FAFSA). The blog referenced in the show that the CMA Student Guides are contributing to can be found here: https://medium.com/cma-thinker Thank you to Angela Finding and the GCP team! I enjoyed being a facilitator of a round table session at the 2021 GCP Internship Summit! It was a great event, don't miss it next year!

The Cleveland Foundation has been around since 1914 and was the first of its kind in the nation. Their internship program has been around for many years as well and today we hear about how they contribute to the growth and awareness of careers in the non-profit and philanthropic sector. Monica Brown - Vice President, Human Resources & Administration, Stephanie Molnar - Program Officer, Leadership Development and Diona James – student at Case Western Reserve and 2nd time intern join me for the show. We learn that the Cleveland Foundation runs their own internal program and they also act as a clearing house to provide internships in the region in the non-profit, government and philanthropic areas. Students, like Diona, get exposed to careers they may otherwise have not discovered at your average college career fair. All internships are based on completing real-world projects – no making copies here. Diona has even gotten to experience the behind the scenes of running an internship in her 2nd internship with the Foundation. For more information on how to connect with the foundation on these internship programs, see the student resources section of their website and specifically the summer internship option. https://www.clevelandfoundation.org/student-resources/internship/ Around Town – The Greater Cleveland Partnership’s Internship Summit brings together business community representatives and educators to discuss how to increase and improve internship opportunities in Northeast Ohio through a range of panels and conversations. At this year’s Cleveland Internship Summit, there is an incredible lineup of speakers and sessions designed to provide you with the tools to understand and strengthen your employer brand and strategize early talent recruitment during a global crisis. You can also learn how to move beyond inclusion policies and embrace a true commitment to diversity and inclusion.Attendees will have the opportunity participate in roundtable sessions where you can interact with others, share your internship program wins and challenges, ask for expert guidance, understand what works in a virtual world, and understand recruiting with intent.All of this knowledge and discussion will be hosted in a virtual venue on February 24, 2021. The Cleveland Internship Summit is approved for HRCI continuing education credits. To register, please visit www.gcpintern.com/2021. Have an idea for the show? Know a company or intern that would make a great interview? Interested in becoming a guest blogger? Contact us at annette@interncle.com For more information about the consulting services offered by InternCLE - got to the website www.interncle.com

InternCLE Episode 058 Progressive Gabriel De Leon – University Relations Program Manager & Jane Shaw – IT Managerhttps://www.progressive.com/careers/Social Media Links: Facebook, Instagram, Twitter, YouTube Progressive is a household name in Cleveland, specifically in Mayfield Village. They employ about 43,000 across the company with over 10,000 here in the region. Progressive is truly a technology company that likes to sell insurance. Hire about 80 interns a year, mostly In Accounting and STEM area. They hire from colleges across the region and beyond. Progressive hires out of their internship program. IT Interns are assigned real life project and are paired up with a mentor. The mentor helps them acclimate to the company and provides them challenging work opportunities. The interns also have a side project, this is a business project to work on with other interns a couple of hours a week as an added challenge. Progressive does round tables, lunch and learns and art tours of the building to get interns together and connected. Progressive understands the value of art when it comes to connecting people, generating conversations and creative inspiration. The Progressive team goes out of their way to introduce the interns to Cleveland. From baseball games, hiking in the Metroparks and touring on Lolly the Trolley are examples of past events Progressive has executed for the interns. This year, they had Linked In provide programming for the interns virtually. At the end of the summer, Progressive sent all their interns a “Cleveland” Care package. Technologies mentioned on the show – Angular - Angular is a platform and framework for building single-page client applications using HTML and TypeScript. Angular is written in TypeScript. .Net - - .NET is a free, cross-platform, open source developer platform for building many different types of applications. AWS - Amazon Web Services (AWS) is a secure cloud services platform, offering compute power, database storage, content delivery and other functionality to help businesses scale and grow. Object Oriented - Object-oriented programming (OOP) is a programming paradigm based on the concept of "objects", which can contain data and code: data in the form of fields, and code, in the form of procedures.Around Town Coming soon the GCP Internship Summit – go to the link below to sign up for updates as they are released. This is a great event that I have been attending for years. Have an idea for the show? Know a company or intern that would make a great interview? Interested in becoming a guest blogger? Contact us at annette@interncle.com Special thanks to Jessica Colombi for the introduction to this amazing Internship team! Jessica is the Executive Director of Career Services at Cleveland State – to learn more about what Cleveland State is doing in the internship space listen to her interview on the podcast here.

Our guest this week on the show is Hani Kayyali – President & CEO of CleveMed -https://clevemed.com/From their website – Mr. Kayyali has over 25 years medical device experience. Mr. Kayyali has been president of CleveMed since 2005. He successfully transitioned the company from a research firm to a fast growing company … As a result, CleveMed developed a wide array of sleep products and web-based solutions that are leading the market with consistent double digit growth rates.Cleveland Medical Devices Inc. is leading the way in services and devices for portable sleep disorders testing. From monitors for home sleep apnea testing to full polysomnography (PSG), to fulfillment services directly to patients’ homes (SleepView Direct), we aim to improve the delivery of care and expand the reach of sleep medicine. Our web-based services and devices meet clinical guidelines for sleep apnea testing, are easy for patients to use, streamline operations for healthcare providers, and offer-cost efficient solutions for payers.The pandemic shifted the business of sleep testing more toward home testing. CleveMed has almost quadrupled the size of their business in the past 10-11 months. CleveMed is an almost 40 person company with about 15 of those being interns right now. Hani expressed that his biggest concern during the pandemic is that his team and their interns have stayed healthy. Interns are important to CleveMed for 2 reasons. First, staff augmentation during their rapid growth has been one reason for having interns on the team. The second reason CleveMed employs interns, is to provide valuable work experience to students. Throughout our discussion, Hani’s passion for giving back in this way was evident. “It’s a win-win situation” – HaniCleveMed typically hires about 5 or 6 interns at any one time. There are 15 interns now, given their growth. Interns work for a long time, often over a year. In order for students to work for an extended period Hani focuses on hiring local and working around student’s college course schedule. Students in health sciences and engineering are the most common internship majors on the team. The engineering students help make the monitors and test them. On the health sciences side, interns speak with patients and help schedule sleep tests. Communications skills are important. “Be kind to patients” – the driving guideline for everything CleveMed does. One of the interns helped redesign the manufacturing floor layout in order to handle spacing requirements for COVID. This was an example of the way CleveMed encourages interns to help out, speak up and bring their ideas to the table. CleveMed does hire heavily from Cleveland State University because of proximity and due to the quality of the students they have been able to find there. Certainly, CleveMed hires from other universities as well, but they have been very pleased with their CSU students. I enjoyed our discussion, because we were able to talk honestly about the challenges small businesses have with internships. Often small businesses have difficulty with paying competitive wages. Another challenge we discussed was the distraction of social media and cell phones. “The interns help create the internship program” – Hani For Hani, the most rewarding thing about the program is when the CleveMed internship contributes to a student landing their first job or getting into graduate school. Hani’s favorite places in Cleveland – the Atrium in the Art Museum and the Winking Lizard restaurant.To learn more about internships at CleveMed – you can reach out to Hani and his team via email at – recruiter@clevemed.com or call 877-CLEVEMED

It's not often you learn so much about an industry from one of our podcast interviews. If you don't know much about the manufacturing automation space, this interview is for you! Rovisys is a local (headquartered in Aurora, Ohio) engineering consulting firm. Kyle Heyward is the Talent Acquisition Manager for Rovisys. Kyle's background gives him a unique perspective into the hiring of talent for the internship program. Rovisys offers engineering internship and co-ops. Typically they employ between 40-50 interns a year. The current pandemic hasn't changed the way they work as much as you would think. They work with essential manufacturers and are themselves considered an essential business. They are of course putting in extra safety precautions for their team members. Kyle shared with us that a passion for the industry is a good start to being qualified for an internship at Rovisys. But you better do your homework on the company and bring some professional skills to match your technical acumen. Rovisys provides a very hands on internship experience and retains upwards of 85% of its interns. Employers will enjoy Kyle's thoughts on making time for exit interviews and following up on the takeaways from them. The feedback from interns guides how Rovisys runs their program. To connect with Rovisys check out their website or LinkedIn pages:https://www.rovisys.com/https://www.linkedin.com/company/rovisys/Around Town:Congratulations to Matt Sajna and the team at the Greater Cleveland Sports Commission. GCSC won the 2019 Sports Commission of the Year Award from the Sports Event and Tourism Association. Matt Sajna shared the GCSC's internship program on Episode 44 of the podcast. Listen here.I am thankful for a trip down to the Mohican State Park and Lodge this week with my son. Check out their deals here.

InternCLE Episode 055 - Cleveland State University's Career Services - Executive Director Jessica ColombiJessica and I met through the Greater Cleveland Partnership's (GCP) Internship roundtables. Her openness throughout the current pandemic about the struggles of serving students remotely showed me her passion for her job. Today we discussed the purpose. Over her 7 years at Cleveland State Jessica has formed her thoughts on how to best service students and employers, ending up as the Director of Career Services. We discuss the misnomer that the name of her department implies and what changes she sees are necessary to add value for students, employers and faculty. Her creative use of tag lines like "Internships are like broccoli (they're good for you)!" show a commitment to rebranding the image of Career services. Jessica's passionate and creative approach enhances Cleveland Sate's ability to weather the storms of student engagement, pandemics and rising unemployment rates. Student "walk in Wednesdays" went virtual during the pandemic and every Thursday students can dive deep into a professional development topic co-hosted by Career Services and an employer in the region. Employers have many ways to engage with students to "Hire a Vike" and connect to talent for their internship program. CSU even recognized employers may need resources to run their internships and have created an internship toolkit. Jessica stressed the important of AND/BOTH thinking. The concept of not tradeoffs but how do you add more to service more is serving her students and employers well. When asked to provide advice for students Jessica simply shared "Be yourself" and "Practice, Practice, Practice" . Knowing your story is such great advice because truly, you are the only you. Practice your story, practice working, use school projects as practice. Student & Employer Resourceshttps://www.csuohio.edu/career-services/career-servicesStudents - What Can I do Right Now Fall 2020 - https://www.csuohio.edu/career-services/what-i-can-do-right-now-fall-2020 (Great resources for students across the region not just at CSU!)Employers - Remote Internship Guide - https://www.csuohio.edu/sites/default/files/Remote%20Internship%20Framework%204.2020.pdf Viking Resources library (houses all of our content for FREE! 24/7!): https://www.vikingresources.org/Social Media - CSU shares more than just events for students, their are stories, tips, links to articles. Twitter, Facebook, Instagram, Pinterest: CSU_Careers

InternCLE Episode 054 Lavish Color Salon Tracey Watts CirinoWWW.LAVISHCOLORSALON.COM About Lavish Color Salon:Lavish Color Salon is a full-service salon here in Northeast Ohio. Tracey noted that she always wanted the experience at her salon to be top notch in addition to extraordinary cut and color skills. The salon was recently honored by Salon Today. Culture is key in their hiring process and Tracey provides her team members with training and development. About the internship experience:Interns at Lavish can come from high school cosmetology programs or through an associate program for those that have just received their license. Tracey noted that most programs do not provide enough training on soft skills, confidence, or business skills. Tracey supplements their technical training to address the gaps. Training for interns at Lavish includes books (Tracey wrote her own on the topic of professional skills – Beyond Common see her website to learn more - https://traceywattscirino.com/), manuals, video training, in person training and mentoring. Successful interns at Lavish must be willing – to learn, to serve and to work hard. To source interns for the business side of her salon, she has partnered with local colleges to source marketing and administrative roles. Tracey is looking for ways to standardize her hiring and internship program. Tracey is well connected in her industry and looks to give back to other business owners. She is even creating workshops for business owners. Virtual Results Training Workshop for the Beyond Common Business Owner Coming up on Monday Oct 12th. Here is the link- https://traceywattscirino.com/products/results-training-workshop-for-the-beyond-common-business-owner Here are the details: Event Date & Time: Monday October 12th from 11 am - 2 pm ESTHosted via ZoomSmall Business Results Panel Featuring: Tracey Watts Cirino, Anjua Maximo, Tina Black & Lisa Crilley MallisHardcover Copy of Beyond Common "12 Essentials to Success in Life and the Workplace"Downloadable Success Tracking WorkbookHow to connect or follow Tracey or the Salon – WWW.TRACEYWATTSCIRINO.COM Email - BEYONDCOMMON@TRACEYWATTSCIRINO.COM FACEBOOK.COM/TRACEYWATTSCIRINOFACEBOOK.COM/LAVISHCOLORSALON INSTAGRAM.COM/TRACEYWATTSCIRINO/INSTAGRAM.COM/LAVISHCOLORSALON YOUTUBE.COM/TRACEYWATTSCIRINO YOUTUBE.COM/LAVISHCOLORSALON TWITTER.COM/LAVISHCOLOR

Tune in to hear our own Annette Kramer share her thoughts and experiences from her first week of Virtual Career Fairs. We are all doing the best we can and now more than ever, sharing our experiences will help us all get through these unprecedented times. Around Town:InternCLE is looking for guest bloggers, reach out to pitch your idea for a guest blog spot on the website. Click here to contact us. Gratitude:Annette thanks the Miami University and Ohio University career services teams, professors and department heads for connecting Vizion360 to students and working so hard to make these virtual career fairs a success.

InternCLE Episode 052 – North East Ohio Regional Sewer District - https://www.neorsd.org/My guests on the show today included four representatives from the NEORSD Talent team. I thoroughly enjoyed getting to know Laura and the team. NEORSD plays such a critical role in our community, it was exciting to hear about the variety of experiences they offer in their internship program. · Patrick Gibboney – Employee Branding & Talent Programs Specialist - the “Cool RA” of the team – listen to learn more about how Patrick engages the interns and makes them feel a part of the team· Laura Paul – HR lead – provides great overviews of NEORSD and how they have structured the internship program · Vanessa Fleming – Talent Acquisition & Employment Specialist at Northeast Ohio - Is new to the team, just joined during the pandemic· MacKenzie Dietzel – Talent Acquisition & Employment Specialist at Northeast Ohio - Was an intern herself with NEORSD – shares her experiences as an intern and hiring into the organizationNorth East Ohio Regional Sewer District – Mission and ValuesOur mission is to provide progressive management of sewage and stormwater through fiscal responsibility, innovation, and community partnerships.Our vision is to be the environmental leader in enhancing quality of life in the region and protecting its water resources.https://www.neorsd.org/career-home/internship/NEORSD provides year-round internship opportunities, as well as summer internship experiences. From our discussion it became very apparent that NEORSD really encourages interns to take initiative, try new things and truly contribute. This is not a case study type internship program; this is real hands on work and learning. NEORSD does hire frequently directly from their internship program. B-STEM InternsB-STEM (referring to Business Support, Science, Technology, Engineering, and Math) Interns require advanced placement high school courses or Associate/Bachelor degree coursework, since these individuals apply their knowledge to practical work in a professional setting.Paraprofessional InternsParaprofessional Interns must be at least of junior or senior status in a Bachelor degree program as these individuals apply their areas of expertise to perform strategic, higher level tasks.Patrick and MacKenzie stressed, interns should take the initiative if they want to make the most of their internship program. Current Job Openings - https://recruiting.ultipro.com/NOR1048NORSD/JobBoard/fe6446f6-8080-40d2-9b6a-dfcd6a1e8fce/?q=&o=postedDateDesc

Tune into a Bonus Episode this week as the InternCLE podcast takes a vacation. OK, well I take a vacation and the podcast highlights a future podcast star, Dylan the Dogman Kramer. Enjoy!

InternCLE Episode 049 – Lorain County Community College Train OH and MEMSCourtney Tenhover – Program Developer in Workforce Development - ctenhover@lorainccc.eduJohnny Vanderford – Director and Associate Professor for MEMS and Microelectronics - jvanderford@lorainccc.eduhttps://www.lorainccc.edu/programs-and-careers/trainoh/- This site provides an overview of our earn and learn program and provides links to all the programs we currently offer earn and learn programs in. https://www.lorainccc.edu/engineering/mechatronics/- This will give information about the Associate and Bachelor Degree for MEMS and will provide the link for anyone to register for any upcoming information sessions. - The Next Info session will be on August 14th. Click here to register for the virtual info session - https://lcccnoncredit.pdx.catalog.canvaslms.com/browse/manufacturingandtrades/courses/free-mems-technical-info-session-august-2020 Some Local companies that have partnered with LCCC include: Smart Micro Systems (https://www.smartmicrosystems.us/) , Vexos (https://www.vexos.com/) , RBB Systems (https://www.rbbsystems.com/) , Libra Industries (http://www.libraindustries.com/) Click here to read stories about successful MEMS students - https://www.lorainccc.edu/stories/category/mems/ More about Lorain County Community College (https://www.lorainccc.edu/)Founded in 1963, Lorain County Community College has been helping local people get the training and education they need to live their best life for more than 50 years. Whether your goal is an associate degree, additional workforce training or an advanced degree, we have a program to meet your needs.LCCC is proud to serve as a cornerstone for Lorain County. The College provides the opportunity for students to complete:Bachelor’s degreeAssociate degreesShort-term certificatesWorkforce trainingThrough LCCC’s University Partnership, you can earn a bachelor’s or master’s degree from 14 Ohio universities and colleges. We are also the first community college in Ohio to offer its own bachelor’s degree. LCCC keeps tuition low – currently second lowest tuition in Ohio – so you can graduate with the skills you need for employment – and not a lot of debt.As a result of our ongoing commitment to our students, LCCC was named the top community college in the country for Excellence in Student Success by the American Association of Community Colleges (AACC).LCCC YouTube Channel - https://www.youtube.com/channel/UC_E19f2fGPio1Z-GtEuLTh

InternCLE Episode 049 2020 Internships from the Employer PerspectiveWe got together four employers who typically run summer internships to get their perspective on running internships during the pandemic. I know talking with other professionals helped me get through this crazy time, and I hope this episode helps you as well. Featured companies: Swagelok – https://www.swagelok.com/enAlyssa RegisterSwagelok’s internship/co-op program was featured on the podcast in Episode #13 (http://podcast.interncle.com/266696/1280320-interncle-episode-013-swagelok-brittany-cirino)Company and interns went remoteReduced number of interns to prove out the modelLooking at how they can transfer what they learned for future work and internshipsVizion360 – https://www.vizion360.com Alyssa AngelettiVizion’s internship program was featured on the podcast in Episode #1 (http://podcast.interncle.com/266696/988505-interncle-episode-001-vizion-solutions-alyssa-angeletti)www.vizion360.comRemote onboarding and mixed experience internship – shorted timeline and hours per weekUnion Home Mortgage – https://www.unionhomemortgage.com/internships Kristen OroszTwitter @UnionHomeMtg UHM’s internship program was featured on the podcast in Episode #2 (http://podcast.interncle.com/266696/988516-interncle-episode-002-union-home-mortgage-ashley-rivera)Company and internship went remoteUsed interns to man a COVID customer service hotlineNortheast Ohio Sewer District – https://www.neorsd.org/career-home/Patrick GibboneyTypical internship is a year longUp to 70 interns over the yearDelayed their internship start

This week on the InternCLE podcast (https://podcast.interncle.com), we hear from 5 interns about how their summer was impacted by the current pandemic. The Interns of the Vizion360 Connect! Internship program are Breanna Garan, Heather Thompson, Kieran Papalia, Madeline Hiros and Taylor Nowak. The program coordinator for Connect! is Alyssa Angeletti. Breanna shares how her existing internship went remote. Heather, Kieran, Madeline and Taylor share their thoughts on waiting to hear if they would still have an internship, remote onboarding and so much more.If you would like to understand what the Vizion360 Connect! Summer internship program is like in non-pandemic years - tune into Episode #1 of the podcast as Alyssa Angeletti shares the Vizion360 (formerly branded as Vizion Solutions) story. (http://podcast.interncle.com/266696/988505-interncle-episode-001-vizion-solutions-alyssa-angeletti).Coming soon on the show. I have asked a panel of employers to share their experiences this summer trying to manage an internship program in a crisis. We will hear about internships being delayed, going remote and so much more.Around Town:The Cleveland Plain Dealer just announced the Top Work Places awards for 2020. Several of these companies have been highlighted on our show:▪ | Congratulations to Union Home Mortgage Episode #2 - (http://podcast.interncle.com/266696/988516-interncle-episode-002-union-home-mortgage-ashley-rivera)▪ | Congratulations To Hyland Episode #4 - (http://podcast.interncle.com/266696/1025790-interncle-episode-004-hyland-software-kelly-diamond)▪ | Congratulations to Medical Mutual Episode #19 - (http://podcast.interncle.com/266696/1462957-interncle-episode-019-medical-mutual-susan-denton)▪ | Congratulations to Quicken Loans Episode #14 - (http://podcast.interncle.com/266696/1329316-interncle-episode-014-quicken-loans-carolyn-valco)▪ | Congratulations to Vizion360 Episode #1 - see above▪ | Congratulations to Plante Moran Episode #32 - (http://podcast.interncle.com/266696/2080833-interncle-episode-032-plante-moran-ali-mears)I hope I didn't miss anyone - if you are a winner and have not highlighted your internship on the podcast - get in touch - I would love to hear your internship story and I am willing to bet our listeners will too!Check out this link to the list of winners here - (https://www.cleveland.com/business/2020/06/see-the-full-2020-top-workplaces-winners-list.html)

InternCLE Episode 047 Intern Bridge Dr Robert Shindellhttps://internbridge.com/https://twitter.com/internbridgehttps://www.linkedin.com/company/2051588/admin/https://www.facebook.com/internbridge/Dr Robert Shindell is a Northeast Ohio native, from Madison, Ohio. Robert went to the University of Toledo and at the time he did not see his career possibilities in Northeast Ohio. While Robert did relocate, his passion for the region has not waned. He returns to teach Cleveland area companies how to create internship programs. He literally wrote the book on creating an internship program – Total Internship Management.Intern Bridge is a research and consulting firm, focused on experiential learning from the perspective of the employer. Intern Bridge uses research-based guidelines to advise employers on the creation of a successful internship program. Intern Bridge conducts a national internship and co-op study on college campuses since 2008. About 5 years ago they created a similar study asking questions of their employer partners. They use these results to focus in on what truly matters to students and employers. They have identified 7 key variables for an employer to focus in on creating a successful program. The first to keys are: · The organization is ready, and the team is committed· Create an intern work plan, like a syllabus for a course but more than thatThe Total Internship Management Workshop guides employers through the 7 key areas. The courses were taught in Northeast Ohio through NOCHE in the past. This fall Intern Bridge and Robert will return to the area to bring back this important workshop to the region. Make sure to subscribe to our newsletter to get an update on how to register for this event. Intern Bridge consults with small, medium, and large companies. 65% of the interns surveyed worked for companies with less than 500 employees. Small to mid-sized business really do drive the economy.The internship experience consists of three main categoriesCultureProfessional DevelopmentWork It is key to ensure that interns experience a normalized experience as it relates to culture and professional development. The work may be different, but when the other 2/3 of the experience is similar and more equitable – satisfaction goes up. Gratitude - Thank you to Angela Finding of the Greater Cleveland Partnership and Courtney DeOero of the RITE board.

InternCLE Episode 046 Parker Dewey – Jeffrey MossTwitter, LinkedIn, FacebookJeffrey Moss describes himself as an accidental entrepreneur. In his previous careers he saw students experience difficulties finding work after college without the right internship experiences. He also saw employers with projects that needed to be done, that could provide an opportunity for students to learn and develop the skills employers are looking for. The concept of a “micro-internship” was born and so was Parker Dewey. Micro-internships are small projects that companies essentially “farm out” to qualified college students. These are professional projects, not making copies or getting coffee. Students earn a good wage and learn skills while working on these valuable experiences. Parker Dewey still believes that a 10-12-week summer internship or co-op is an important and valuable experience. Micro-internships can provide additional experiences and skill development to build a resume, augment skills and help students experience multiple employers and careers. Parker Dewey has created an easy to use online platform to connect students and employers through these micro-internship opportunities. Students can create a profile very quickly. Any college student or recent grad can participate. Parker Dewey also wanted to make it easy for employers as well. Employers do not have to deal with payroll setups, fees are processed through Parker Dewey. The students are contractors through Parker Dewey. If a student completes an internship for a company and the company decides to hire the student there are no hire fees. This is not a staffing firm. Employers who have “we should….” Or “I shouldn’t be doing…” projects are ideal for micro-internships. Micro-internships can also help companies explore new Colleges or student populations where they have not previously engaged. Parker Dewey’s logo represents the three key stake holders in their business. The Companies, the Colleges & Universities, and the Career Launchers (students and recent grads). For companies:Support immediate resource needsAccess diverse candidatesLeverage the skills of college students and recent gradsImprove hiring outcomesDecrease onboarding and training costsIncrease flexibility For career launchers: Work on interesting projectsDevelop relationships with potential employersGain valuable experienceExplore career optionsDemonstrate your capabilitiesGenerate income For Colleges & Universities:Improve student placementRefine program curriculumDeepen alumni engagementExpand relationships with existing and prospective employersEnhance academic outcomesDrive enrollment successThe Parker Dewey Blog is full of useful resources for employers and students alike - If you are looking to create and internship program check out their Internships 101 siteMoving to a Remote internship and need some help, check out their Remote Internships 101 siteGratitude today - Thank you to Alyssa Angeletti and the 6 Vizion360 interns for an amazing week of virtual onboarding!

InternCLE Episode Kent State University - Kristin Williams Executive Director, Career Exploration and Developmenthttps://twitter.com/KentStateCareerhttps://www.facebook.com/KentStateCareer/career@kent.eduKristin has had several rolls at Kent. This gives her a unique perspective in her roll as Director of Career Exploration and Development. Kristin mentioned that she has seen a trend toward Career Services across the university meeting to strategize and get on the same page. The student half and employer outreach portion of those services work together in a more focused way today then they ever have. Career services has expanded beyond resumes and interview techniques. “Students want to walk away with connections. They want build their social capital” – on the need to link student interest to employer engagement and connection. Every student graduates Kent with some sort of experiential learning opportunity, it is part of the program at Kent. Kent takes that requirement as a directive to help connect those students to opportunities and support students in their search. Some students have a natural anxiety of getting started in their search for an internship. Kent provides them guidance on “how to” search for an internship. Opportunities in creative fields are found differently than those in the business school, for example. Kent also helps students explore the careers they are interested in. Kent offers etiquette dinners to connect students and employers. They partnered with Community Engaged Learning to create a new experiential networking opportunity. Students and employers volunteer side by side making meals. The unique opportunity creates space for interesting conversations and connections. Kent state has Flashternships – job shadowing opportunities coordinated through the university with Northeast Ohio employers. Employers can post jobs on handshake, attend career fairs and engage at Kent State University in so many ways. Contact Career Exploration and Development to speak with Kristin’s team and learn more about how you can engage across the departments at the University. Kent State is a large University and they recognize that. They will help you navigate the departments to maximize your recruiting time and dollars, along your journey to find the talent you need. Kristin expressed how proud she is of the way Kent and her team has responded to the current COVID-19 crisis. Kent is working hard to reach out to students and help them find internships if they have lost them. Time and time again, in these interviews I record – I am impressed by the true passion that exists around the internship space. Cleveland is an amazingly supportive region and I am so happy to get the opportunity to meet people like Kristin Williams. Around Town: Parker Dewey Resources – Jeffrey Moss will be on the show in June!Internships 101 - https://info.parkerdewey.com/internships-101Remote Internships 101 - https://info.parkerdewey.com/remote-internships-101https://www.parkerdewey.com/blog

InternCLE Episode Greater Cleveland Sports Commission – Matt Sajnahttps://www.clevelandsports.org/about-us/internshipsMatt Sajna, a Miami University Baseball Alumni, interned with the Greater Cleveland Sports Commission. He was hired out of that internship and now runs their internship program. “Cleveland is undeniably a sports town. When a sporting event comes to Northeast Ohio, our community delivers. We’re proud of our growing national reputation as a notable sports destination. Our stadiums and arenas are within walking distance to the heart of our downtown. In addition to many upscale hotels, our convention center offers ample space to host or expand your events’ footprint.”GCSC runs 3 internship periods – spring, summer, fall. They usually have around 5-6 interns. There are some events that will cause them to hire more interns or have volunteers. Internship consists of office time and event time. They are part time, flexible hours – are not paid (they are a non profit). Interns are able to balance their work hours around their school schedule or other part time jobs. GCSC provides their interns connections to opportunities in CLE and many professional development opportunities. Matt sources often through Teamwork Online – a sports specific job board. Matt’s advice for companies who are looking to create an internship program: connect with others in the region to learn and start with your “why?”. Around Town: Adulting: A Crash CourseCandace Swaisgood has a background in HR and created her company based on her own experiences. There were things she didn’t know as she entered adulthood and now she brings her Adulting content to students and young professionals. She partners with companies to deliver content for their internship teams and young professionals groups. She is currently offering a free series of online web classes. Check them out here. https://www.facebook.com/pg/adultingacrashcourse/posts/Gratitude - It's Mother's Day this weekend! Thank you to my mom, Arlene Vukcevic. Arlene helped me attain my first internship in Accounts Payable at Medical Mutual of Ohio, where she worked at the time. She always encouraged me to network, be professional and career minded. That internship lead to an internship at Arthur Andersen (my dream job) and the rest is history. I truly think my passion for the power of internships is rooted in that first experience at Medical Mutual, so thank you Mom! Love you!

InternCLE Episode 043 Cleveland State IS Co-op with Dr. Sharen Bakke & Tours of Cleveland with Scott O’ConFor information on the IS co-op program click here Sharen is the co-op coordinator and senior college lecturer in the Department of Information Systems at the Monte Ahuja College of Business at Cleveland State University. In 2012, the chair of IS at CSU created the IS co-op program. This is an experiential learning co-op program, alternating schooling and co-ops. Approximately 160 students enrolled currently in the IS program today. The students who apply for the program are typically students with a GPA of 3.0 or above. Top students usually get multiple offers in the program. Students can have up to 3 experiential learning opportunities during their undergraduate experience. Many employers hire out of the program, but it is not a requirement of employers. Students can enter the program until they have had a programming class. Usually this is in their second year in the program. The program requires a minimum 2.5 GPA. The experiences range from help desk work to Business Intelligence work. The variety is wide in the field and this can help student home in on their areas of interest. For employers, the periods are January through June or July through December. Employers submit job descriptions in advance and are “matched” with students. Employers interview the students, provide offers and pay them for their internship. The university is truly only the matchmaker. Employers can rehire students or hire them full time if the experience works well. You can reach out to Sharen at s.bakke@csuohio.edu to learn more. Around Town: Tours of Cleveland Scott O’Con has a background in HR and came to Cleveland not that many years ago. He and his husband move to Ohio for a job opportunity from Virginia. While working downtown Scott fell in love with the history and architecture of our city. He took the entrepreneurial leap and started giving walking tours of the downtown. You can purchase gift cards and book tours directly on their website. During the current crisis the tours have been postponed, but they will be starting back up as soon as Stay at Home restrictions are released. The website also offers a blog that highlights the city and its many events, in addition to a book list for those that want to take their learnings a step farther after the tour. Scott has worked with companies, like Quicken Loans, to provide custom tours for their internships. This is a great way to get interns to learn about our great city and find places they would like to come back to. Contact Scott at his website and on social media if you would like to learn more. Follow Tours of Cleveland on Facebook, LinkedIn, Instagram or Twitter and check out their reviews on tripadvisorExciting news! InternCLE was featured in the Cleveland PD Friday! Magazine - https://www.cleveland.com/entertainment/2020/04/26-cleveland-podcasts-to-check-out.html

InternCLE Episode 041 – Baldwin Wallace Patrick Keebler - Director of Career ServicesPatrick Keebler is the Director of Career Services at BW. He came to Northeast Ohio from Tennessee by way of New York. His deep experience in the Career Services field has brought much to the table at BW. Baldwin Wallace attracts students from all over the country, but they have a large population of students that stay in the region. All of their programs require at least 30 hours of experiential learning. Students at BW complete a career action plan over their years at BW which helps that identify their career aspirations and to develop the skills that they need to be ready for their professions. BW uses Handshake to connect students to employers. It is also adding a Cleveland based tool called Wisr to it’s toolbelt as well to keep Alumni connected to students and employers. They also offer micro internships though Parker Dewey. BW is part of the Ohio Federation of Independent Colleges, through which students can explore careers at local companies at career days. Patrick stated that employers need to think long term about their engagement with colleges. Alumni from internship programs make excellent ambassadors, as students value the opinions and experiences of their classmates. Alumni can return as Career Champions to campus as well. Employers use fun and interactive ways to engage with students. Patrick encourages hiring teams to make the experience as personal as possible and to be responsive. As career services methodology and approaches have evolved over the years, Patrick noted that the focus now is on life design. Career services has become a mission critical role at colleges and is seeking to help students view their career journey through intentional eyes. To learn more about BW reach out to the career services team - (440) 826-2101, career@bw.eduManaging Stress and Worry during a Crisis - According to the CDCSigns of stress can include:Fear and worry about your own health and the health of your loved onesChanges in sleep or eating patternsDifficulty sleeping or concentratingWorsening of chronic health problemsIncreased use of alcohol, tobacco, or other drugsTaking care of yourself, your friends, and your family can help you cope with stress. Helping others cope with their stress can also make your community stronger.Support Yourself:Take breaks from watching, reading, or listening to news stories, including social media.Take care of your body. Take deep breaths, stretch, or meditate. Try to eat healthy, well-balanced meals, exercise regularly, get plenty of sleep, and avoid alcohol and drugs..Make time to unwind. Try to do some other activities you enjoy.Connect with others. Talk with people you trust about your concerns and how you are feeling. Call your healthcare provider if stress gets in the way of your daily activities for several days in a row.

InternCLE Episode 040 Miami UniversityJennifer Benz Assistant Vice President - Miami University | Center for Career Exploration & SuccessJennifer has been in higher education for over 20 years. She has been integral in redefining career services at another university and that really launched her career in that area. Cleveland at Miami – about ½ the student population at Miami University is from Ohio. About 1/3 of those students are from the Cleveland/Akron metro area. Employers can post jobs on Handshake. Employers are increasingly using past interns as “ambassadors” to spread the word on campus after their internship. Many of these outreach initiatives pay interns or provide them gifts in kind to compensate them for sharing their experience in classes, student groups or at the career fair. Employers can attend career fair to meet the most students, over ¼ attend one of the two career fairs each year. There are two career fairs: Fall usually around September and Spring around February. Miami is intentional about getting Freshman and Sophomore students to attend the career fair. Center for Career Exploration & Success puts on over 500 events for students on campus per year! They have dedicated staff to work with Employers to identify what events will provide the most bang for your buck so to speak. To connect with Miami – go to the website or email them at careercenter@MiamiOH.edu. They also have some guidelines for working with Miami – those are found here - https://www.miamioh.edu/emss/offices/career-center/employers/guidelines/index.htmlThe most recent addition to Miami’s intentional focus on careers is the Presidential Career and Leadership Series – which we did not have a chance to discuss in the podcast. Jen’s favorite place in Oxford – Bagel and Deli - Employers should grab a bagel during their visit to campus. Check out the Crunch ‘n Munch, Banana Surprise or even the Kool Jules bagel. Their steamed bagels are never a disappointment. Around Town - Jill Windelspecht of Talent Specialists ConsultingJill explains complicated neuroscience topics and their relationship to leadership and influence in such a clear and relatable way. Her insights in this interview can be such a great tool for those running internship programs and more broadly leaders in general. Free Webinar on Leading in Turbulent Times https://youtu.be/TpSkrQkj5U4Brain Hacks 4 Leadership https://brainhack.libsyn.com/John Maxwell turning adversity into advantage https://www.youtube.com/watch?v=UZp7nCLICyc&t=14sJill and a colleague are going to be doing weekly coffee ‘chats’ on Tuesdays from 10 – 10:30, people can sign up here: https://leadingandlegaltips.eventbrite.comJill’s LinkedIn: https://www.linkedin.com/in/jillwin/ Free SCARF Assessment https://neuroleadership.com/research/tools/nli-scarf-assessment/assessment

InternCLE Episode 21st Century FinancialKelly Dolanhttp://www.xxiadvisors.com“21st Century Financial is in business to help provide for the financial planning needs of its clients. This is done through a discovery process - we gather facts, analyze data, and design solutions in several key areas of planning. We will work with you to identify and focus your unique financial goals and objectives. We then develop a step-by-step process to design a plan that will help you to address those needs. At 21st Century Financial, our client is our number one priority. We are dedicated to providing you with products and services best suited to meet your needs, and we welcome the opportunity to work with you. Please access the link below to get a 5 minute summary of the work that we do for our clients http://youtu.be/NmWlBDtJ-Wg “#ImpactingLivesThroughoutLifetimesKelly Dolan is very involved with volunteer work and helping in the community. She serves as an Advisory Board member for the Institute of Leadership Management at Akron University. The talent acquisition community in the region has given her great support and feedback. 21st Century Financial has offices Pittsburgh, Columbus, Cincinnati, Beachwood – Financial Advisory services but Kelly finds that it is very much a relationship business. The advisors have tons of autonomy and are essentially supported entrepreneurs. The summer Internship program has been around for a very long time and is ever evolving. The most important thing to 21st Century Financial is the experience that the intern has. Interns learn all about the industry and the soft skills that need to be developed in this profession. The 4 I’s at 21st Century Financial· Intellect – be creative, keep up with regulation· Income – direct correlation between success and income – you aren’t trying to beat the person next to you – the entrepreneurial mind set· Independence – flexibility in their schedule and pace of their career development· Impact – Recognizing the influence and impact you can have on the families that you work with and in the communities they live in Around Town: GCP Internship Summit recap – check out the blog for more of my thoughts on the event https://interncle.com/blogGratitude:Brenee Brown Rising Strong https://brenebrown.com/books-audio/Her methods for digging into your anger, frustration and fears – “The story I am telling myself right now is…”

InternCLE Episode 039 Oatey - Nancy Borgiawww.oatey.com/careers Twitter and Instagram is @Oatey_co Email: recruiting@oatey.com Nancy Borgia created the internship program in 2016. They started out with 10 interns and have been adjust the program each year. In this episode we talk about her very well-organized program. With C-level buy-in, from John McMillan, Nancy has managed to create a program that has delivered full time hires and changed professional development in the organization. Oatey is a global manufacturer in the Plumbing industry. The internship is centered in the Cleveland location and the internship is a summer program for 8 weeks. They focus a good deal on hiring engineering students but have other positions as well. Oatey’s internship program is structured, with mentors, orientation, training, professional development, fun outings, networking, team projects, real work, feedback and so much more. A day in the life is hard to describe – but it’s real work – not making copies Next steps, Nancy is looking to create a co-op program as well. Around Town - coming soon - news from the February 20th Internship Summit, where I will be moderating a panel of Career Services professionals.

InternCLE Episode 038 Internship 101 – Work and Learning1) Train your teama. Train mentors and managersb. Meet with them before the internship begins to set expectationsc. Create a “What do interns want to know” cheat sheetd. Set expectations for mentors and managers on how you want them to work with you, the internship coordinator2) Provide Meaningful worka. Be prepared for them to churn through workb. Prep back up projects or training opportunitiesc. Don’t assign case studies or coursework that is too similar to their college classesd. Try establishing mini-rotations or shadowing opportunities, departments can talk to interns about what their area does in relation to corporate objectivese. Focus on real work opportunitiesf. Use interns to research initiatives or new products your company is thinking of pursuing, have them assess if it is a good idea for the companyg. Give them tasks that you have been doing for a long time, ask them to come up with a better way to do it or automate it3) Provide Learning opportunities a. Use lunch and learns or special interest groups to add learning to the internship experienceb. Don’t be afraid to use outside providers of content for career coaching or “adulting” topics for your interns (See below for a local provider)c. Assessment test, MBTI, DISC, Emotional Intelligence can help your interns learn about themselves and their strengths/weaknesses – which we like to call opportunitiesd. Prove opportunity to develop relevant technical skillse. Educate your interns on all the related business processes in your organizationf. Don’t overlook basic professional skill building – communications, presentation, email writing and moreCandace Swaisgood of Adulting a Crash Coursehttp://www.adultingacrashcourse.com/https://www.facebook.com/pg/adultingacrashcourse/posts/Coming next in the Internship 101 series – Networking and Fun! Around town:https://www.gcpartnership.com/en/events/February-2020/2020-Cleveland-Internship-SummitPlease join us for the 2020 Cleveland Internship Summit, presented by the Greater Cleveland Partnership and Cleveland State University, on Thursday, February 27 from 7:30 a.m. to 1:30 p.m. at Corporate College East. The Summit will bring together business community representatives and educators to discuss how to increase and improve internship opportunities in Northeast Ohio through a range of panels and conversations. New for this year is programming that includes a track targeting those with long-term, established internship programs, and a track of topics for those who are seeking the foundational information, or the “nuts and bolts,” of building or growing an internship program. All attendees, no matter how established your program, will learn valuable information from local employers and experts, and discuss the value of internships to building a strong talent pipeline.

InternCLE Episode 037 AmMore – Marcia Morenohttps://www.ammore.us/AmMore LLC is the first Cleveland based company dedicated to helping organizations diversify their workforce by creating strategies to attract, recruit and retain Latinx talent to thrive and succeed in Greater Cleveland.MissionEffectively support organizations diversify their workforce by attracting, recruiting, and retaining Latinx professionals to succeed and thrive in the Greater Cleveland area. AmMore offers a wide variety of culturally competent services to organizations and professionals looking for inclusive ways to contribute to the cultural richness and economic growth of Ohio. VisionA community in which all Latinx professionals are appreciated, welcomed, valued, developed, challenged, feel included, can be authentic in the workplace and are able to contribute to the cultural and economic growth of their communities.Marcia and I had a great conversation about diversity in internship programs and beyond. She opened my eyes to some inherent assumptions I was operating under. I enjoyed our conversation and am so grateful we have her in Cleveland. Marcia works with organizations that want to diversify their workforce, and more specifically for including Latinos. Marcia created her company to have flexibility to spend time with her son and to provide her the opportunity to utilize her education and background to contribute to the Cleveland economy. The Latino population is the fastest growing population in the country. Latino’s are 21% of the Millennial population and the Millennial population is one of the most diverse generations. Marcia is from Chile and she utilizes her experience coming to Cleveland and falling in love here (both with her husband and the city) to help companies focus on attracting more professionals like her. Marcia has realized through her initial work with companies here in the Midwest, she realized that she needs to start with the basics of the LatinX culture. In Cleveland, the Latino population is still growing as compared to cities like New York or Miami. She works with companies to educate them on the culture of the Latin population, the economic barriers or other possible challenges of the population, and what that population brings to the table for companies. Resources: REI Training in Cleveland ,LatinX book ,Authentico,PBS Latinos Special , Brene Brown OCEA Conference and Awards

InternCLE Episode 035 - LumitexPeggy GrospitchMission & Vision - To be a World Class light technology integrator; providing solutions that enhance products and improve life.Lumitex uses their co-op as a pipeline for talent. When I reviewed the Lumitex site for information before the show, there were two words that resonated with me from the intern quotes and feedback – ownership and impact. The Lumitex co-op provides students the opportunity to take ownership of their work or projects and to have a true impact on the organization. Lumitex runs year rounds co-ops across the company – with around 5 to 6 interns on site at any given time – electronics engineering, quality engineering, regulatory, process engineering, medical design engineering, etc. Lumitex uses a robust selection process. Most important is alignment with the culture and core value of the company. During the interview process, students must apply online and answer questions around the core values. Interviewers use behavioral interviewing to dig deeper into the student’s alignment with the culture. Once students are selected, they meet with the person who will manage them. The student completes an interest survey to understand what they are interested in learning or experiencing. Peggy asked the intern managers to describe the experiences and types of projects that the interns have or could work on. They take those descriptions to the career fairs to share with candidates. They also bring former co-ops or current co-ops to the career fairs to talk about their experience with Lumitex. The co-op starts with a lunch with previous or current co-ops, management and more. They hear about what it takes to be successful in the internship. I enjoyed hearing how Peggy compiled a top 10 things list for the co-op managers. It lists the top 10 things that co-ops may be thinking about when they start the internship. It is a great idea I plan to try at Vizion360. Lumitex also coaches those managers on goal setting with the co-ops and providing feedback. Recently, Peggy added a Lunch and Learn program for the interns. The functional areas of the business talk about what is important in their area, professional skills, career planning and more. There are cookouts in the summer on Fridays, there is a Friday breakfast club. Around townChalet - https://www.clevelandmetroparks.com/parks/visit/parks/mill-stream-run-reservation/the-chaletFestivals - https://www.cleveland.com/life-and-culture/j66j-2020/01/f348938be07101/winter-festival-guide-10-cool-cleveland-fests-to-heat-up-the-coldest-winter-day.html

Trinity High School's Pre-Professional Internship program with Barb Dottorewww.ths.orgTwitter: @TrinityHSTrinity High School, in Garfield Heights, Ohio, has a unique approach to getting their students career ready. Trinity has managed to work required internship experiences into their curriculum. Each week, students in their Sophomore, Junior and Senior years spend 1 day a week at work. These internship experiences provide them much needed insight into the careers they have only dreamed of. Barb Dottore runs the Pre-Professional Internship program for Trinity High School. In our interview with Barb, we explored how the program came about and the benefits to both students and host employers. Barb is a delightful woman that has an obvious passion for helping her students identify their career interests. In their Freshman year, Trinity students take an Internship 101 course that prepares them for work in the "real world". They learn the Microsoft office software suite, in addition to professional skills such as public speaking. Trinity places these students with local employers, providing transportation and handling the administrative overhead for the companies. For companies looking for some additional help or to start an internship program, the Trinity program is a great fit. Trinity has been contacted many times by other schools interested in learning how they created their program. On the day of our interview Barb had been wrapping up one of those meetings before we spoke. Trinity is very willing to share their lessons learned. They believe in the value of exposing students to careers early on.Barb has story after story to share about the successes their students have had in building their skills, confidence and understanding of their dream careers, through the pre-professional internship program. Often students learn that their "dream job" isn't such a dream and Barb and her team will help them find other careers to explore. College is an expensive venture these days. Changes in major or school could cause extra years spent on education. As we discuss in the interview, Trinity's program helps students lock in on their interests in a very tangible way, at a younger age. The hope is that they can learn where their interests lie, before they commit to a major or even a college. Barb Dottore runs the pre-professional internship program at Trinity and regularly hosts meet and greets with companies eager to learn more about the program. The next open house for the internship program will be at Trinity High School on January 20th from 7:30am - 8:45am. Contact Barb to register - Dottoreb@ths.org

InternCLE Episode 034 – Cuyahoga Community CollegeNanci Coleman and Caroline Walkernanci.coleman@tri-c.educaroline.walker@tri-c.eduwww.tri-c.eduwww.tri-c.edu/career-serviceswww.tri-c.edu/hostintern@tricinternship#TriCInternCuyahoga Community College (Tri-C) offers associates degrees, certificate programs and bachelor’s degrees. They work with students at all points in their education careers – young college age students, workers coming back to the education space etc. Tri-C has an internship program that they coordinate – at the time of this airing the deadline for employers to apply will have passed for the 2020 summer internship series. However, I thought it would be important to share not only that program, but the other ways employers can work with Tri-C to get the candidates they need.The internship is also part of the retention planning for students at Tri-C. Students get paid for their summer experience and gain valuable skills in their majors. Last year 89% of the internship students continued their enrollment in their fall classes. Tri-C offers a speed dating type job fair to pair the interns with companies. Resources for everyone in the community: www.tri-c.edu/career-servicesMy Plan assessment tool - Tri-C has a self-guided assessment tool on their website for career exploration. It gives results about personality types, interest and skills and offers suggestions on careers that match up with those criteria. This is a FREE assessment that anyone can go and do on their website. There is also a tool called the virtual job shadow – you can binge watch a “Day in the Life” of hundreds of careers. “Sometimes what hurts students is you don’t know what you don’t know” There are also career spot videos as well – provided by the career services area. For example, how to create a 30 second elevator speech, etc. Around Town: Trinity High School is having an information session for potential employers to learn about their high school internship program on January 20th, 2019 at 7:30am. Contact Barb Dattore to learn more: 216-581-5749Lolly the Trolly (https://lollytrolley.com/) Gratitude: Happy Holidays and Thank you to all my listeners and supporters.Interested in getting interviewed on the show? – contact me at annette@interncle.com

InternCLE Internship 101 Series - OnboardingSee our blog for content on Onboarding. Around ClevelandCongratulations to Brenda Davis-Smith on her retirement from NOCHE. Best wishes in your new adventures!OCEA Unconference take-aways http://ohioco-op.com/What is an Unconference?A loosely structured conference emphasizing the informal exchange of information and ideas between participants, rather than following a conventional structured program of events.OCEA used post-it notes to gather ideas or topics the participants wanted to talk about. They used moderators to group these post-it notes to create on the fly break out sessions while participants networked. Topics included – Gen Z, On the Job training and mentoring, Employer best practices for engagement, Co-ops/Trends, Recruitment/Retention, Classroom best practicesThank you to The Andersons for hosting the conference - https://andersonsinc.com/ Gratitude Building holiday traditions of service – Thank you to St. Edward’s high school for their monthly community meal outreach program.

Ali Mears and I discuss the public accounting internship program at Plante Moran. Plante Moran is a public accounting firm in Ohio, Chicagoland, Michigan and Colorado. 26 offices - 4 international. Plante Moran goes beyond Audit and Tax services, they have management consulting offerings and more. Ali shared that interns are a great source for a pipeline for hiring. They find exposing students to public accounting helps then determine if that is the accounting path they are interested in. Ali looks for students primarily at college career fairs, through their presentations at the colleges and more. Plante Moran works with Ohio CPA to get young students exposed to the accounting field. This is part of their early talent outreach. Ali has a background in college career services which gives her a unique position. Ali also was a teacher so her approach to recruiting is very much "connecting talent to opportunity". She knows what career services life is like and so it helps her communicate with those teams. She encourages students to use career services as well. Plante Moran is looking for students that are open-minded and ready to learn. Students get a lot of learning in a short period of time. It is also important to be able to take feedback and have fun! Across their locations they hire about 300 interns. In the CLE it is around 18-20 interns hired. Interns get to attend a firm conference. All employees get together, in 2020 it will be in Chicago. At the conference they celebrate promotions and those who make partner. There is philanthropy as well and time for seeing the sites in Chicago. Around Cleveland:GCP Middle Market Forum - December 6th 7:30am - 9:00amLearn about the Entrepreneurial Operating SystemTraction by Gino Wickman

The 2nd episode on the Internship 101 Series. In this episode we discuss the planning and recruiting for your new internship program. Plan:Put together an internship calendar - highlight the key dates around recruiting, orientation, start and end date, when reviews will be. Use this to communicate with your team and with candidates. Have a planning meeting with the hiring managers and anyone involved in the internship program to set expectations, answer questions and get feedback. Keep the leadership team apprised of your plans and progress toward recruiting goals. Plan to update leadership throughout your internship journey. Recruit:Identify the need - How many interns? What positions will they fill? What skills or majors are required? Create job descriptions, you may want to use the entry level job descriptions the team the intern will be working on as a starting point. How will you keep track of candidates and your follow up? Over time its nice to have a way to track if you have interviewed candidates before, who interviewed them and what there thoughts were. Using an applicant tracking system can be helpful but excel can work as well. At Vizion360 we have an interview feedback form our team members complete after an interview so we can compare candidates. In an era of "don't call us we will call you" try to follow up with candidates. Give them feedback and communicate where they are in the process. Many colleges take volunteers to help with mock interviews or resume reviews. These are great ways to give back while honing your skills as well. Take care of yourself, recruiting can be a tough business. Give yourself grace and rewards for progress. Around Cleveland: At my internship round table we discussed the fact that some colleges have rules for recruiting their students around how long you can give candidates to respond to their offer letters. Touch base with career services as you draft your offers. It is easy for leadership to expect quick turn around on candidates and signing them up before anyone else can nab them. But we also know that we want candidates to make an informed decision and choose to work for our company. Know the rules for the schools you are recruiting from. Gratitude:Take the Stairs book by Rory Vaden

The Internship 101 Series will go over the main parts of the proven process or best practices for creating an internship program. In this episode we focus on Getting Started with your internship program. We explore Top Down and Bottom up internship initiatives and discuss the Why? of having an internship program. I provide detailed questions to ask leadership in a Top Down situation and outline putting together a proposal for an internship program in an employee driven initiative. Future episodes in the series will cover the following topics: Recruiting the "Right" candidatesOnboardingWork and LearningNetworking and FunCapturing FeedbackEngage and Follow Upand Other tips and tools for successful internshipsSome resources mentioned on the show include:Internships.com employer resources. Specifically their 12 Steps to Starting an Internship Program (Includes a link to Federal Guidelines on Internship Pay)14 Benefits of Starting an Internship Program for Your Company will help with identifying your Why? and drafting some of your proposal Related Blog Posts include: All of the Proven Process Series Blog Posts Gratitude: Ranger High Tech Academy (RHTA)Radix Wire - the company my husband works for that is supporting the STEM education at RHTA

InternCLE Episode 029 – Corrigan Krause CPAshttps://corrigankrause.com/Krista Evenden – Workflow Coordinator – Krista and I have been friends for years; she went to college with my husband (poor girl!). Krista’s main role is keeping the interns busy. I have been hearing for the last couple of years more about her involvement in the internship program and I was thrilled to be able to have her on the show. Mia Feldmann – Human Resource Manager – Mia and I met at Corrigan when Krista invited me to come meet the team. It was evident from the start that Mia is excited to put her stamp on the program. While she is the newest member of, he team she has been involved in the recruiting and onboarding of the interns. Christine Eichmuller – Manager – Chris was unable to join us for the show. She interned at Corrigan and about 6 years ago took it on herself to really turn the internship into a program. Chris, Krista and Mia “run the show” for the internship program each year during busy season. They seem to have it down to a pretty good routine. Corrigan Krause is a CPA firm in Westlake, Ohio. They created their internship program as a talent pipeline. Their unique accounting internship program shows students, not only what tax season is like (aka Busy Season) but exposes them to many areas within public accounting. They have clients across many industries and many areas of accounting – audit, tax, etc. This year they are planning on having 6 interns during tax season. Last year they gave offers to 3 of their 5 interns. Corrigan recruits locally in the Cleveland area. They target Kent, Baldwin Wallace and Cleveland State. They are open to candidates from other schools of course but have focused their efforts locally with great success. Corrigan plans fun events throughout tax season and there is always tons of FOOD!

InternCLE Episode 028 – Kris McGuigan – Professional CourageGetting Started with Professional Courage On LinkedIn: www.linkedin.com/in/professionalcourageProfessional coaching business. Helping high potentials position themselves in the marketplace. Resume writing, coaching, speaking engagements and workshops. Kris was influenced by her business coach Kim Avery in helping her “get out of her own way”. Coaching is good when you want to create focus and accountability around your goals. Be intentional in your career search – pick 7-10 target organizations and spend time getting to know the company. LinkedIn is a great place to start, read about the company and follow them on LinkedIn. Check out Glassdoor and industry groups for the space you want to get into. Check your LinkedIn connections to see if you can get an introduction from a shared contact. Take the time to get to know the people and the company. Getting to know culture – understand what you want in a company first. What is going to help you thrive? Ask questions around what is important to you. i.e. How do you evaluate your team? What does success look like at a company? Do most people work on teams or individually?Branding – fancy way of saying “what is authentically you” – you need to be aware of and able to communicate your return on investment (ROI). For example, some people’s gifts or skills seem personal but do relate to their ability to bring value to an organization. Your network is your net worth, as they say. If you were going to a hometown football game and ran into an old contact, you wouldn’t walk up and say hey I am looking for a job. You would establish a connection first and express genuine interest in their lives, and then you may start a discussion around how you would learn from them. Your genuine interest in someone should come through in your approach. Professional Courage is offering a FREE Executive Resume Writing Workshop Kris will be speaking on careers on Day 3 - HOW TO PLAN AN INTENTIONAL CAREER PATH, at Engage Cleveland Young Professionals – 2nd Annual Professional Development week - Early November Around the CLE: Contempo Communications and Renée DeLuca Dolan Female Entrepreneur Summit 2019 - October 23, 2019 8:30am - 4:00pmNortheast Ohio Adoption Services - https://noas.com/ Girls Night Out Designer Purse Bingo - November 7, 2019In Gratitude: Goodreads App , Coming soon - Inclusion and Diversity with Marcia Moreno, Book of the week: Brave, Not Perfect: Fear Less, Fail More, and Live Bolder by Reshma Saujani

InternCLE Episode 027 - Intern Interview – Nick KopycinskiLinkedIn: https://www.linkedin.com/in/nicholas-kopycinski-5a159813b/Nick is a student at The Ohio State University in his senior year, studying Mechanical Engineering. I saw Nick’s posting on LinkedIn about the internship experience he had at Lincoln Electric and messaged him to see if he would consider being interviewed for the show. He was kind enough to say yes. Nick is a bright young man, whose future will be bright – and in the CLE no less! Nick used internships to identify the specific areas of Mechanical engineering that he is interested in. Nick has worked in 3 companies and completed 5 semesters of internships. He has completed co-ops during the school year and in the summer. Nick began his internship search early. He went to the career fair his Freshman year. Early on he looked just for his “1st job” and then as time went on, he was able to be more intentional about what he was looking for in an experience. For Nick, It was important for him that a company or internship program would trust him to contribute. He wanted to be provided the opportunity to complete valuable work and he wanted to learn more about the careers in a Mechanical Engineering field. His first internship was with Lincoln Electric, in a manufacturing setting. Next he interned in a product design position. Nick learned that the pace was faster in the manufacturing setting, because product design can often be a long process it takes time to see the finished product. His internships have given Nick the confidence in his chosen career path. Nick has enjoyed working in Columbus, Canton and Cleveland. Cost of living attracts him to the region, as well as the current energy of the cities. Nick encourages involvement in student organizations that are related to your chosen profession. Nick gives interns the advice to use your downtime well, don’t sit around on social media – go to your supervisor to get something to do. For employers, he says keep people busy and stay involved with the internship experience. Students need these experiences to learn about their profession. It is hard for an intern to approach an employer and express that they are not learning or enjoying the experience. Promote learning too, whether its workshops or lunch and learns. Interns who have good experiences, return as stronger new hires. Upcoming events:NEO Makers: Oatey Co. October 15, 2019 https://www.engagecleveland.org/calendar/2019/8/23/makers-in-cleveland-oatey-coInternCLE interviews with Manufacturers in NEO: ABBLincoln ElectricSwagelokLubrizol

InternCLE Episode 026 – Northeast Ohio Council on Higher Education – Holly Harris Bane http://noche.orgNOCHE or the Northeast Ohio Council on Higher Education has been around for 65 years. NOCHE was formed by business leaders in the Cleveland metropolitan area concerned about the talent supply in NEO. It was involved in the creation of Cleveland State and what became Case Western Reserve University. It’s mission and outreach has evolved over time. Under Holly’s leadership her goal is to maximize the relationship between employers and institutes of higher learning to ensure students are learning the skills that are in demand in the region. Career Connections for Information Technology and Cybersecurity is an upcoming event. https://careerconnectionexpo.com/ - Career Connections Expo – Oct 22nd at the IX Center· https://www.noche.org/_modules/form.php?id=59 – Linking Talent to Opportunity in IT & Cybersecurity 1:30-5pm · https://www.noche.org/_modules/form.php?id=260 – Innovations and Alignment in IT and Cybersecurity Education 1-3pm Training program/workshop for employers who would like to learn how to create an internship program. · Maximize your Intern and Entry Talent ROI - October 2nd 9am-3:30pm https://www.noche.org/modules/calendar/calendar.php?calendar=1&event_id=374&date=1570021200 NOCHE trains 150-200 companies per year through this program. NOCHE is targeting small to medium sized companies for their internship training more recently. NOCHE has been working hard on the demand side with employers to reach down into high schools as well to get students thinking about internships and companies in Northeast Ohio. They also work with the supply side with the high schools and college career centers to encourage students to want to do internships in the region. NOCHE partners with organizations all over Northeast Ohio and is moving their headquarters downtown to the TeamNEO offices. Holly feels that this region has a good deal going for it. The most marketable aspects of our region are our institutions of higher learning and our multinational companies. There are many companies engaged with education in the internship and research spaces. NEO Talent Exchange – “Not your father’s job board” – This is a matching program that aligns students with opportunities in the region. https://www.noche.org/301 NOCHE The Expys – See the winners from 2019 - https://www.noche.org/320Nominations will open this fall for the 10th annual NOCHE The Expys awards. In partnership with Contempo Communication (https://contempocleveland.com/) , NOCHE has celebrated companies, students, supervisors and advisors in the internship space in Northeast Ohio. There are opportunities to sponsor this anniversary event. Information will be coming soon. The awards luncheon will be Wednesday April 10th, the 2nd Wednesday of April. Resources:· National Association of Colleges and Employers https://www.naceweb.org/· Marc Freedman - https://encore.org/marc-freedman/

InternCLE Episode 025 – Engage! Cleveland – Ashley Basile Oekenhttps://www.engagecleveland.org/Engage! Cleveland was created to help sell Cleveland as a great place to live and work. Ashley came to Cleveland for her masters and fell in love with Cleveland. She now focuses on helping others find their love of the city. Engage! Cleveland hosts events to connect students and young professionals to Cleveland. Engage! Cleveland has partnerships with other organizations and businesses in the area helping to bring their mission to life. Employer information - https://www.engagecleveland.org/employer-membership-informationEngage! Cleveland offers employers an extension of their HR department. They can help link their young interns to the city and community of Cleveland. Engage also offers consulting services for companies looking for better ways to retain talent in the region. Engage! Cleveland is a small but mighty team of 2 ½ resources and uses interns themselves to help leverage their team.Ashley loves the Cleveland waterfront. She uses google alerts to get information custom curated to the things she is interested in. Her advice for students: Shoot for the moon, even if you miss you will end up among the stars. Other resources Engage! Cleveland offers:Job board: https://www.engagecleveland.org/job-boardCivic Engagement Board: https://www.engagecleveland.org/civic-engagement-boardYoung Professional Organizations Directory: https://www.engagecleveland.org/ypo-directoryUpcoming events:NEO Makers: Oatey Co. October 15, 2019 https://www.engagecleveland.org/calendar/2019/8/23/makers-in-cleveland-oatey-coProfessional Development week – November 5 – 7th, 2019 https://www.engagecleveland.org/calendar/2019/5/9/save-the-date-2nd-annual-cleveland-professional-development-weekGratitude: Thank you to the teams in Career Services at Ohio colleges! We would love to have some of you on the show. Contact us at annette@interncle.com

InternCLE Episode 024 – Kent State College of Business Launches a podcast! Podcast - https://www.kent.edu/business/kent-state-college-business-podcastCareer Services at Kent State College of Business - https://www.kent.edu/business/careersAndy Weyand is the Associate Director of Career Services at the Kent State College of Business. The idea for a podcast first came up in an employer advisory council meeting. The discussion centered on a new way to get the career services message out to the students. In the employer advisory council meeting there are students present as well. The interaction between the students and those employers in the meetings inspired the theme for the first release of the Kent State College of Business podcast – the Ready for Business Series. For the podcast, Andy interviewed 10 individuals across 8 companies on campus at Kent, this past spring. The employers were all asked the same questions on topics such as interviewing, resumes, job search advice. Andy then pieced together the conversations and advice into 8 individually themed episodes. The first episode has already launched and focuses on resume content. The production value of the podcast is excellent. New Episodes will launch every other week. Companies that participated – Vizion360, Sherwin Williams, Fathom, Quicken, Fastenal, BMF, Medical Mutual, FedEx Custom Critical. A Kent state student studying Marketing will help with the promotion of the podcast. Andy foresees much more student involvement going forward – including student interviews. Next step for the podcast – a speaker series, some content related to sustainability efforts of the college and more. If you are an employer wishing to connect with the Career Services team in the Kent School of business – email BusCareers@kent.edu or go to the employer section of the Careers web page to learn more: https://www.kent.edu/business/employers

InternCLE podcast Episode 023: Lubrizol Jenna PerparCongratulations to Steve Adams, aka Mighty Blue on completing his 2nd AT thru hike at 66 and podcasting all the way to Katahdin! More on Steve’s journey here - https://mightyblueontheat.comTo learn more about what the Appalachian Trail is and what a thru hike even is check out this website http://www.appalachiantrail.org/Lubrizol Interview - https://www.lubrizol.com , https://www.lubrizol.com/Careers , https://www.lubrizol.com/Careers/Student-LearningJenna Perpar is a recruiter for Lubrizol in their University Relations and Early Career Team. This is her first summer with Lubrizol. Her love of the company and enthusiasm for this summer is so evident in this interview. Lubrizol has been around for over 90 years. Lubrizol focuses on specialty chemicals and advanced materials (polymer science). They are a global Billion-dollar company. There are opportunities in business, sales, marketing, HR, finance and of course the sciences. Lubrizol offers a variety of student experiences. Full year, co-ops, summer internships, etc. The internship is a talent pipeline. Their CEO was a co-op 30 years ago, so there is strong support for their student outreach at the top levels of the company. There were 115 students this summer. Some are co-ops and some are just summer internships. Avon Lake, Painesville, Brecksville and Wickliffe are some of the local Lubrizol locations. What is Lubrizol looking for in their candidates. Jenna referenced the book The Ideal Team Player. In this book, candidates must be humble, hungry and smart to succeed in your organization. Jenna and her team are looking at how they can incorporate these concepts into their interview process. Being pretty self-motivated is important as well. Lubrizol’s co-op can be 3-6 rotations in 12-week segments. Some of the annual internships are full time in the summer and part time during the school year. The Success Factors tracking system is used by Lubrizol to track job requisitions, internal job postings, performance reviews and more. 1st day orientation – Jenna likes to have some fun with this. Orientation focuses on culture, systems and any of those very basic questions interns may have. The program managers who work with the interns also go through training that was internally developed. Lubrizol uses a buddy system for interns, pairing them with someone on the Lubrizol team that has something in common with the student. Students did a cookout this year with members of the executive team this summer. The students went to a Captains (baseball) game as well.

InternCLE podcast Episode 022: thunder::tech and Jason Therrienhttps://www.thundertech.com/https://www.thundertech.com/careers https://www.linkedin.com/company/thundertech https://www.facebook.com/thundertechmarketing/ https://www.instagram.com/thundertech/thunder::tech is an integrated marketing agency that connects the THUNDER of rampant creativity with the TECH of innovative systems to accelerate middle-market and enterprise brands into the future. We use this balanced approach to mix the artistry of advertising and branding with the science of data and technology.Just under 50 employees in the Cleveland office. They run a year-round internship program that has been around for about 18 years. They have worked to build relationships at all the local colleges – connecting to career services and professors as well. Their internship is a talent pipeline that has paid off especially in times like this, where the hiring market is tight. Jason himself had great internship experiences himself and saw the value in that. Onboarding at thunder::tech is about 2 weeks for the interns, with full time hiring going through more. The core values of the company are introduced during the interview process to be sure the candidate fits with those core values. “I cannot teach character” thunder::tech hears from their interns, that they have learned more in their internship than they have in school thus far. Students step in during client meetings, they are expected to do actual deliverable work. Students are not on their own, they are working side by side with full time team members. Each intern gets exposure to every single department and team. thunder:tech looks for “courageous curiosity” in their team members. It is a requirement of their interns and new hires and represents their approach to keep their skills sharp, asking questions. Jason’s advice to companies considering creating an internship program – “Just do it” don’t wait for the perfect time or perfect programming. Jump in!

I am so excited that we have completed 20 interviews for the podcast! We have had 4 interns, the Federal Reserve Bank, 13 different companies, 1 non-profit and 2 supporting companies. Why did I start InternCLE? Take a look back at this post on why I got started with the InternCLE podcast and company. What have we learned from the employers we interviewed?Start small and simpleIt takes a teamHave funProvide meaningful experiencesUse your CLE network and resourcesWhat have we learned from the interns?1/2 returned to their previous companies for a 2nd internship1/2 chose to explore different companies and experiences each summerCulture is "King" and makes all the differenceInterns need mentors to listenInterns want and need to be pushed to learn and try new thingsIncreasingly interns need to start early in their college careers to best explore the opportunities in their field of studyWhat's next for the podcast?I want to hear from you. Am I asking the right questions? Am I talking to the right companies or interns? What do you need help with? Email your ideas or questions to me at annette@interncle.comI would like to have a company to follow on their internship creation journey - contact me if you are interested. Maybe a business book club? Information exchange on the website? I am open to new and creative ideas. Mostly, I am looking forward to continuing to connect HR professionals in the internship space. I hope to make an impact in Cleveland with the podcast and company. Thank you for being a part of my journey and this community! With love from the Land,Annette

InternCLE podcast Episode: 020 – Lauren Reed – Sixth City Marketinghttps://www.sixthcitymarketing.com/Twitter: https://twitter.com/sixthcitymktgFacebook: https://www.facebook.com/SixthCityMarketing/Instagram: https://www.instagram.com/sixthcitymktg/Lauren Reed studying at Ohio University – incoming Senior – Journalism and Strategic Communication with Minors in Marketing and Retail Fashion.Sixth City is a boutique digital marketing agency in Rocky River Ohio that has clients across many industries. Sixth City found her on LinkedIn, this is her second summer with Sixth City. Last summer she was the only intern. Last summer she worked on clients’ social media initiatives. This summer she did similar work for the agency itself. Lauren thought she would study business first and she didn’t find her passion there. She enjoys psychology and writing. The Journalism and Strategic Communication’s major worked well for her. After completing her sophomore year, she wasn’t intentionally looking for an internship. But once she interviewed, she immediately engaged with the culture at Sixth City. The environment at the office displayed their laid-back culture, with life sized cut outs of funny characters. The birthday celebrations around the office are also very creative, playful and fun. Many of the staff are Ohio University Alumni as well. Lauren enjoyed the experience and the people enough to return. Around CLE:Maximize Your Intern & Entry Talent ROI - Date: August 22, 2019 - Time: 09:00 AM -- 03:30 PM More and more employers are struggling to find the right people to join their team. And the pain is increasingly acute as baby boomers retire and young, college-educated people don't necessarily see Northeast Ohio as their post-college destination. Further, finding workers with the same experience as retiring baby boomers is virtually impossible. The talent gap can be avoided if employers focus on filling their pipeline – finding the right workers and developing them as needed. A formal internship program is the best incubator of talent for your future workforce and a key retention strategy that will also help you to gain a competitive recruiting edge.Facilitated by national expert Dr. Robert Shindell, you can expect a highly interactive workshop that will transform your internship and entry talent hiring and management practices!For-profit registration: $275, Nonprofit/government registration: $195 Registration includes breakfast, lunch, refreshments and more than $1000 in materials. Eligible participants earn 6 Continuing Education Credits from HRCI and 6 Professional Development Credits from SHRM! USE CODE NOCHE15 to CLAIM 15% DISCOUNThttps://www.noche.org/modules/calendar/calendar.php?calendar=1&event_id=373&date=1566446400Gratitude: Toastmasters International – A club-based organization with the mission to help members communication and leadership skills. www.toastmasters.orgIndependence Toastmasters - https://935345.toastmastersclubs.org/