The ClientWise Blog

An internship program offers your team tremendous means of enhancing productivity while ensuring the continuity of exemplary client service. 

The challenge for many advisors, however, is how to go about structuring a program that will work effectively without committing an extensive amount of resources to program implementation and management. Where do you go to find strong, qualified interns? How do you ensure that you and your team can keep a talented intern busy with productive work? What kind of compensation is appropriate? These questions are all very crucial ones prior to starting an internship program. 

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With every hire, at a minimum you should be thinking about your future company rather than merely filling a current need. Ask yourself where you envision the individual fitting in the company three or five years down the road. Could he/she potentially be a future partner? What’s their long-range career path going to be? Certainly, you hire somebody to fill a specific role, but that doesn’t preclude you from also thinking long-term and striving to identify an individual you envision growing into other responsibilities down the road.

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How do you go about quickly and effectively integrating new hires into the culture of your team? The trick is to not wait until the individual is hired, but rather to begin the process of onboarding right from the very first interview. Not only will this facilitate a smooth onboarding process, but it will serve as the basis for more productive and informative candidate interviews.

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