How to Turn Raw Talent Into Performance
San Francisco, California
London, United Kingdom
Five Steps to World-Class Onboarding: Keeping Your Best Hires From Jumping Ship
Onboarding is gaining a lot of traction in business – and for good reason. When implemented effectively, onboarding programs have been proven to dramatically reduce expenses by helping new staff assimilate faster, stay longer, and deliver better. For executives who want to "lift the hood" on how it all works, this session is a must-attend. You'll learn how to design and implement a successful onboarding program for your intern and new grad hires that will address both your organizational goals and their entry-level needs. You’ll also receive a series of templates you can utilize immediately including an onboarding checklist, sample surveys, and a customizable career plan that will give your new hires the best chance to succeed from day one.
Rules of Engagement: 10 Reasons You're Losing Your Best People (And What to Do About It!)
A-Players thrive a particular work environment. One with clear levels of accountability, frequent performance reviews, consistent strategy, career development plans, solid managers, and where they are able to work on projects they enjoy. In Part II of this series, we'll cover all of the above and more with practical lessons from organizations that “get it.” In other words, companies that understand building a great workforce ultimately comes down to building a great place to work. Filled with humorous examples of what NOT to do, this session also covers real-world ideas that can be implemented immediately and will provide you with a list of 50 proven ways to engage talented performers. Whether you are experiencing a high volume of turnover or just trying to get your leadership team more people-focused, this session not only covers how to keep your rock stars in place - but how to make a compelling business case for it too.
The Mentor / Mentee Relationship: How to Get the Best From Each Other
Often, when employees leave their company, it’s NOT just business – it’s personal. Maybe they’re not meshing well in the organization, maybe they feel isolated by coworkers, or they don’t get along with the boss…. these are all very real issues that a solid mentor program can address and, in some cases, even prevent. That’s because mentoring builds relationships - sometimes in very powerful ways – and it’s those relationships that can really help keep talented people with your organization longer. In this final session, we're going to break down the mentoring cycle into three parts: How to be a great mentor, how to be a great mentee, and how to build a great program. With more examples from companies that are getting it right, you'll learn the specific steps each party must take to develop a rewarding mentoring experience that translates into enhanced productivity on the job.
Intern Bridge, Inc.
Intern Bridge is the nation's premier college recruiting consulting and research firm. We survey over 27,000 students annually to capture trends of internship and recruiting experiences. The critical survey data is the basis for our work: helping companies build meaningful entry-level talent programs, and assisting career centers to better serve their student populations.
Our work is accomplished through a variety of methods including national workshop tours, online professional development webinars and conferences, publications, custom research, and consulting. Intern Bridge has sold thousands of college recruiting best practices books. Over 10,000 recruiters, managers, and career center practitioners have taken part in our professional development efforts. We have worked with over 80% of the Fortune 100 organizations, in addition to being represented on almost every college campus in the nation.
Intern Bridge is proud to be a Business Week Top 25 Under 25 company.