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InternCLE Podcast

A Business, Careers and Management podcast
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InternCLE Podcast - the podcast about all things internships in the Rock and Roll capital, Cleveland, Ohio. Hear from HR professionals and students what successful internship programs look like and what's going on in the Cleveland Internship scene. This podcast will be a community of professionals, students and colleges focusing on improving the quantity and quality of internships in Northeast Ohio and beyond.


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InternCLE Episode 031 - Internship 101 Series - Plan and Recruit
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
InternCLE Episode 030 - Internship 101 Series - Getting Started
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 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
InternCLE Episode 029 – Corrigan Krause CPAs 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! 😊 On Monday and Tuesday there are family dinners coordinated by the team members and on Wednesday nights the firm provides dinner. Krista and Mia described the culture at Corrigan Krause as very much a Family.  Krista shared - “When someone here says how are you doing, they are asking truly ‘how are you doing’.  It’s not just a passing remark.”  There are a variety of personalities working at Corrigan, who respect each other and bring value to the company.  Interns have been surprised by their true open-door policy.  Corrigan looks for a 3.2 GPA, some basic accounting classes have been completed.  Other internship experiences is nice but not required.  The fit to the culture is priority one. They are now offering an admin position to younger accounting students to get them exposed to Corrigan early on in their college career.  There is no day in the life – there are clients across industries and many accounting services Corrigan offers.  Interns travel to clients, other Corrigan offices, have training in the office or work on assignments in the offer. Around Cleveland – Career Connections Expo -  Oct 22nd at the IX CenterEngage Cleveland Professional Development Week – Kris McGuigan will be speaking on Day 3 See the schedule here Professional Development week – November 5 – 7th, 2019  Download the Roadtrippers App here
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Podcast Details
Mar 10th, 2019
Latest Episode
Oct 25th, 2019
Release Period
No. of Episodes
Avg. Episode Length
36 minutes

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