Why interns don't want to join startups

Decoding the Intern Enigma: Why Your Startup Might Be Missing Out

A friend and startup co-founder asked me the other day whether the youth in South Africa are only interested in working for corporates and multinationals, because it seems like they only want to work at established companies, and aren’t interested in joining tech startups.

My friend's concern resonates with many startups. Attracting top interns isn't just about offering a cool tech environment; it's about understanding what motivates them and demonstrating that your small yet ambitious team can offer something truly valuable. Here's what your experience highlights:

The Shift in Priorities:

• Focus on Growth: Forget the "big bucks" stereotype. Today's interns prioritize growth potential and the chance to make a real impact. Your startup's agility and potential for rapid expansion are key selling points.

• Salary is Secondary: While compensation matters, it's not the top priority. Framing it as "covering basic expenses" aligns with their expectations and shows respect.

Beyond the Basics:

• Storytelling and Transparency: Sell the dream! Don't assume interns know how amazing your startup is. Craft a compelling narrative that showcases your mission, vision, and what makes being part of your journey unique.

• Structured Interview Process: Ditch the "verbal contract" approach. Show professionalism with a clear, detailed job description, pre-interview calls, and a well-defined interview process that involves key team members.

• Offer Clarity and Respect: Written offer letters with clear expectations, responsibilities, and compensation details demonstrate your commitment and respect for their time. Give them space to ask questions and feel confident in their decision.

Investing in the Experience:

• Onboarding Matters: Don't just throw them in the deep end. A well-structured onboarding program with department rotations, mentors, and meaningful tasks integrates them into the team and fosters a sense of belonging.

• Empowerment and Trust: Treat them like valued team members, not just interns. Give them real responsibilities and the freedom to contribute ideas. This builds trust and fosters engagement.

Continuous Improvement:

No one has it perfect, but your commitment to learning and iterating is crucial. By actively seeking feedback from interns and refining your approach, you'll continue to attract and retain top talent.

Remember:

• Authenticity is key. Be genuine in your interactions and showcase your company culture accurately.

• Competition is fierce. Don't underestimate the efforts of other startups vying for the same talent.

• Building relationships matters. Invest in building connections with universities, mentors, and internship platforms to reach a wider pool of potential interns.

By implementing these insights and tailoring them to your specific startup culture, you can transform your internship program into a powerful tool for attracting, engaging, and retaining top talent who are eager to contribute to your journey.