Mimics the Job Acquisition Process

RIPP Prepares Students

The targets we set for our Internship Candidates (participating students) involve the same activities — and point to the same goals — they will pursue as adults when they are seeking and securing employment in tomorrow’s competitive workplace.

There is no better way to prepare young adults for the stress they will face in their future job searches than to ensure they have a chance to practice in a real-time, high-demand simulation of same.

Students will have to prepare performance-base résumés, assess, build, and showcase their skills, do research to identify potential internship business Hosts, ‘cold-call’ potential employers using techniques we teach them, and ‘turn’ their knowledge and skills into a product or process that the business would find useful.

When ‘hired,’ our Rainmakers Interns are expected to successfully deliver an on-time high-quality product/project that satisfies their business Host.

Essentially, our Rainmakers Candidates mimic the process they will need to use to secure jobs in tomorrow’s traditional workplace — or the Gig Economy — for the rest of their lives.

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Students Get Five Years of Training

Our Rainmakers Candidates Will Be More-Than-Ready

Most high school (and even college) students walk into an internship with little to no training. That is a recipe for failure and neither the student nor the employer will appreciate what will surely be, at best, tenuous interactions. Employers would much rather have a student who has a sense of what the workplace demands and who will be ready to hit the ground running.

We provide five years of learning, training, and Mentor support (from our volunteer business people) before we expect students to interact with a potential internship Host company.

No matter how young or eager, a poorly trained intern who comes into a business without sufficient understanding of the demands of that world is set for failure. Neither the student intern nor the employer will appreciate what will unquestioningly difficult interactions. Employers would much rather have an intern who has a sense of what the workplace demands and is ready to hit the ground running.

That’s why we provide five years of non-intrusive learning, training, and Mentor support (from our volunteer business people) before we expect students to interact with a potential internship Host company. Our program offers them short bursts of valuable experiential learning throughout grades 8 – 12 that integrates into a variety of academic lessons and is offered online and on-demand during the short fragments of time that busy teens have available.

It doesn’t get better than that!

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Rainmakers Candidates Build Their Professional Networks

Professional Contacts Are Essential for Job Acquisition

Online employment exchanges, where job seekers connect with companies looking for talent, often rack up postings of over 450,000 new résumés every week.

Good … even great … talent often gets overlooked when the person who ‘owns’ that talent is only one of almost half-a-million applicants!

In fact, while job boards are all the rage, newest studies indicate that as many as 85% of job seekers secure new jobs through people they know well, who can point them to job openings, can recommend they be hired, and/or can vouch for their character. So here is a case where the old-fashioned way is probably the best way, in spite of all the technology at our disposal.

The time for a job seeker to develop his or her professional network is while he/she is young and not viewed as competition by more experienced workers.

Our Rainmakers Candidates will be able to make dozens of professional contacts as they serve their internships and if they follow our tips and techniques for building a professional network.

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It’s Good for Employers, Too

Brand Recognition and Other Benefits

Our internship model (short, remote, and unpaid) eliminates the employer’s budgetary, liability, and human resource concerns, and thus opens opportunities for thousands of students to serve internships in which they can learn and practice skills they will use for the rest of their lives. 

But there are ways in which a business can gain direct benefit from participating as a Host Company for our Rainmakers Interns.

Participating businesses can increase their brand recognition with individuals who will be the country’s prime consumer age group shortly after finishing our Rainmakers Program.

Managers who are responsible for community relations programs and employee volunteerism can leverage those goals within our Rainmakers Internship Preparation Program.

Upper level managers responsible for the development of young managers can assign their aspiring leaders the task of guiding and managing one or more interns. Upper management can use the project to spot deficiencies in participants’ management techniques and provide necessary remediation.

And perhaps … just perhaps … an outstanding student participating in our Rainmakers program will be so good that a company will wait until that young teen matures and invite him or her back as a full-time employee.

It’s Good for Employers, Too2020-04-10T18:35:18+00:00