Happy TGIF, VGP fam! Today, let's take a trip down memory lane to 1993, when I, Dana Ammons, was a junior at Morehouse College.
It was April, just a couple of days before the official kickoff for Freaknik, and I was headed to a campus event. That’s when I ran into a classmate who roped me into accompanying him to a career center interview so he could join me at the campus event afterwards. So, I decided to tag along, and we arrived at the career center—which back then was a portable with three small interview rooms and a small lobby. I waited in the lobby until he was ready to go.
About 30 minutes later, he emerged from the interview room, and as we were about to leave, the interviewer noticed me. Curious about my major and lacking any additional candidates to interview, I was asked if I'd like to interview too. I was dressed informally, in jeans, a t-shirt, and tennis shoes, and with no prior preparation. But, I decided to give it a shot anyway.
That interview was with SC Johnson Wax, and to say I killed it would be an understatement. They quizzed me on my selling skills, and I demonstrated my prowess through an impromptu role-play I initiated, selling Time magazine subscriptions—a skill I honed as a telemarketer in Omaha. Fun fact: Omaha is known as the telemarketing capital of the US, thanks to our neutral accents and “Midwest Nice” demeanor.
I was hired on the spot for a summer internship, starting as a local sales rep, “carrying the bag,” and calling on stores like Drug Emporium and Home Depot to sell and merchandise products like Raid, Off, Glade, and Windex. My success during that summer internship led SC Johnson Wax to offer me a full-time role after graduation (which was two years away), and a much-needed, part-time area manager position while I completed my studies at Morehouse.
This experience didn’t just kickstart my career in the consumer products industry—it launched a successful trajectory that spanned over 25 years, 13 relocations, and 4 major CPG employers. It also underscored the invaluable role internships and mentorships play, particularly for minority candidates like myself who lacked family connections in the industry.
Throughout my career at leading companies like Procter & Gamble, Pepsi, Colgate, and SC Johnson Wax, I had the pleasure of running several internship programs. And, in that capacity, I've seen firsthand how these programs not only cultivate a skilled workforce but also allow many interns to transition into full-time roles.
Recently, I initiated an internship program to support my consulting firm and a new podcast I’m producing, aiming to provide them with hands-on experience directly tied to our business model. This approach ensures they are well-prepared for full-time positions or further internships, depending on their academic stage. It also provides my firm with invaluable support building my firm’s awareness and outreach, which truly represents a mutually beneficial relationship which is what the most effective internship programs focus on.
The Value of Internships for Brand Owners and Benefits They Bring:
Mutual Benefit: Constructed correctly, a strong internship program offers value to both the interns and your organization. Interns gain real-world skills while contributing meaningfully to your projects.
Engagement in Business Operations: Engage interns in various aspects of your business to give them a comprehensive understanding of your operations.
Creating Full Employment Opportunities: By designing your internship programs with a pathway to full employment, it can help retain top talent within your company. This strategy is most often employed by large CPGs like Pepsi and P&G.
Key Internship Advice for Brand Owners:
Set Clear Metrics and Objectives:
Establish specific goals and assign a key project for interns to manage throughout their tenure. This ensures that interns have a clear direction and measurable targets, which not only helps in tracking their progress but also in evaluating the impact of their contributions to the company.
Foster a Learning Environment:
Cultivate an atmosphere that promotes ongoing education and exploration. Encourage interns to participate in a variety of activities, such as workshops, industry conferences, and cross-departmental projects. This broad exposure helps interns understand the holistic view of your business operations and their role within the organization.
Implement Regular Feedback Loops:
Set up systematic feedback sessions where interns can receive constructive criticism on their work and also provide feedback about their experience. This reciprocal feedback mechanism enhances learning and adjustment on both sides, making the internship more dynamic and responsive to both the intern's and the organization's needs.
At VGP, we specialize in helping you craft custom internship programs and identify the best candidates for these roles. Internships are more than just temporary positions; they are a gateway to cultivating a dedicated and skilled workforce. VGP is here to assist you in developing and filling these roles, ensuring a bright future for your brand and your team.
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