Fast Company article for June 1999 "First Jobs Aren't Child's Play" By Ron Lieber June 1999 Issue, page 154 Prepared by Vince Crary

This article relates some of the innovative approaches that companies like Charles Schwab, Enterprise Rent-A-Car, First Chicago, and others are using to help new, young recruits succeed in their jobs. These companies realize first time employees have high expectations and extreme needs. In an effort to help their young employees, rather than load them down with busy work such as making coffee or "paying their dues" before they advance into a productive employee, a number of companies have designed programs to help new college graduates transition into the business world.

First Chicago, for example, has the First Scholar program. The Bank recruits about fifteen top-ranked liberal-arts graduates from high rated schools. In return for a four-and-a-half year commitment, these First Scholars start at a $40,000 salary. These elite recruits lunch with the top brass and have a bank executive shepherd their careers.

Charles Schwab has its "wing program"; Enterprise Rent-A-Car calls its college hires "management trainees". All of these programs are designed to help the new college hires fit in, be challenged, and feel that they contribute. Schwab allows its new wing recruits to select various intern assignments, giving the recruits a chance to see where they fit and what they want to do.

I found it interesting how companies recognize the needs of new college hires, and the innovative approaches being used to help these young people find themselves and fit in. Through these methods these young college graduates are also becoming better, more productive employees.

In visiting with others about this article, not many liked First Chicago's elite "First Scholar" program as they felt it went a little too far. Schwab's wing program of allowing new people the chance to move to various jobs in the first six months to see where they fit in made sense.

I think new college hires do need a program to help them get started on the right foot. The program needs to allow them responsibility, growth and a chance to be a productive contributor to the organization.

-- Anonymous, August 05, 1999

Answers

Vince Crary,

You have some good thoughts on this topic. Most universities are finding internship programs to be highly effective. They also have the added benefit of creating relationships with outside resources and future employers (consumers of the university products).

Please remember to include your comments on your discussion with colleagues about this topic.

-- Anonymous, October 01, 1999