A commitment to creative futures

 

We are passionate at Oakwood about helping new creative talent bridge the gap between education and vocation. So much so, we’ve been committed to offering graduate placement schemes for over 25 years. During that time, we have hosted over 150, with over 20 having become full-time employees. It’s definitely paid-off for us. 

We recognise that a company’s commitment to student placements and internships is not without its challenges, but with the right approach, you can make it an engaging, positive and productive experience that is highly beneficial to both parties.

Oakwood has provided work placement opportunities for students at all stages of their education and I’d like to share some of the knowledge and understanding gained from being a part of that process.

So the obvious question – why bother?

Well, you will be providing an all-important opportunity to the next generation of creatives, most likely giving them their first experience of workplace life in the career they want to pursue. As an employer you’ll gain insights into and from a younger mindset whilst creating your own healthy pipeline of talent for long-term growth.

Have a clear offer

Make sure you have a clear understanding of what you as a company want to gain from the process, with a well-defined offer and the buy-in from all your internal stakeholders.
Here at Oakwood we provide seven, two week summer placement opportunities to 2yr under- and year 3 post-graduates. We also embrace ad hoc requests from school and college students looking for work experience.

A healthy pipeline

Partnering with educational institutions is an obvious way to create a potential pool of talent. Colleges and Universities are keen to offer their students work placement experiences to improve student outcomes whilst building and enhancing their own profiles.

Foster ongoing relationships with the creative course departments to help guarantee that year-on-year feed of potential candidates and include enrichment opportunities for them as part of your on-going relationship such as portfolio reviews, talks on industry topics and setting design brief challenges for the students or undergraduates. External industry input and engagement with students is understandably highly valued.

Candidates – finding the balance

We look for candidates who are engaging, reasonably articulate, have a level of creative flair and keen to make something of the opportunity. One of the benefits of building a long-term relationship with an educational establishment is that they get to understand your business, your offer, and only put forward candidates they think will be a good fit.

When selecting your candidates, be open-minded and embrace diversity. That can mean students who are neuro-diverse, or individuals who are not from the same socio-economic backgrounds as your more typical undergraduate or student. 

What are we looking for?

Someone:

• With an inquisitive and enthusiastic mindset
• With a refreshing and engaging outlook on life
• Who can articulate their thoughts reasonably and confidently
• Is keen to learn and willing to be part of a bigger team
• Will bring something new and diverse to the company and its culture
• Has certain basic software skillsets

What are they looking for?

An opportunity that:

• Offers a gateway into the world of work
• Provides their first experience of agency / professional working life
• Helps them improve their degree / qualification outcome
• Helps them to clarify / formulate their career path
• Helps them improve / learn new skillsets
• Provides connections and access to industry networks
• Allows them to earn money

Have a clear and structured selection process

Maximise the opportunity

• Create a calendar / schedule for the initial selection process with your college contact, highlighting the available placement slots
• Agree timescales for reviewing portfolios for your shortlist and flag any changes to your offer
• Confirm your selection with your college contact
• Send out invites to the chosen cohort with the understanding there may be some juggling of people and slots…
• …and make sure you ask if they have any special requirements
• Communicate early-on with your internal stakeholders in preparation of their role within the process

The experience

Have in place a process that ensures both parties get off to a good start and make the most of the experience, with clear progress markers along the way.

Be prepared

Firstly, give them a collective warm welcome. Share with them all they need to know about the company, H&S, who’s who and what’s what.

Onboarding

Discuss agreed expectations and outline the support, potential training and structure in place to enable them to deliver their best.

Learning & Delivering

The hands-on experience, including 1-2-1’s with department heads or team members, project WIPs and regular check-ins with their mentor. Agree SMART goals and the route to achieving them. Get them on calls and presentations so they get to ‘meet’ the client.

Offboarding

Exit interview, handing back any equipment, all paperwork and reimbursements sorted.

Stay in touch

Keep the door open, you could be their referee, and it might be mutually beneficial down the road. Mentoring and support doesn’t have to stop just because they’ve left the building.

Unlocking the potential

As part of unlocking the potential, ensure the key support roles are in place. As a mentor, I have a mantra with the students - never be afraid to ask questions. It’s better to communicate – that’s the business we’re in – because there’s nothing worse than sitting there, stewing. But I also understand that it’s often easier to ask a peer, so providing them with a buddy can be a good bridge for day-to-day support. It’s also beneficial to junior members of the team who get to share their knowledge and experience, whilst supporting someone else.

Ultimately, be true to yourselves and lead by example – champion your values and inspire in a positive and nurturing environment

Make a commitment to creative futures

If that all seems like a lot of effort, here’s a quick reminder of why it’s worth it…

• You get to try before you hire
• Interns can bring fresh thinking and fresh insights
• Can also bring new or additional skillsets to your team
• Provide generational insights and perspectives
• Bring more diversity to your team and culture
• Help you stay connected and engaged in your communities

And long-term, you are providing much needed opportunities for the next generation of creatives which could include a whole new cohort who’ve previously struggled to find a way into our industry.

 

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This article was originally presented by Paul Ellis as part of BCI's Wake Up Call series of webinars.