REA INTERNS WILL NEVER FIND THEMSELVES FETCHING COFFEE.
s time goes on, the path to
WE’RE COMMITTED TO IDENTIFYING TALENTED INDIVIDUALS AND
business success doesn’t
get easier – particularly
PROVIDING THEM WITH IN-DEPTH TRAINING AND REAL-WORLD EXPERIENCE.
when it comes to identi-
– REA’S HUMAN RESOURCE MANAGER, RENEE WEST
fying and retaining top
talent. So, in an effort
to preserve the com- The firm’s program is set up so that every nical disciplines practiced throughout
petitive edge in their intern works one-on-one with a “buddy” the firm to give them a leg up on their
marketplace
while – an up-and-coming team member who first day. From there, interns report to
battling high turnover, low revenue, lack- is responsible for helping structure the their respective offices and embark on
luster employee morale and dissatisfied intern’s workload in an effort to provide a customized internship experience to
customers, businesses continue to look them with a unique hands-on curriculum. help them dive into relevant real-world
for ways to stand out from the crowd. This specialized internship experience experiences.
One way to invest in your company’s on- takes the physical form of an Internship
going success is to focus your attention Action Plan. Each action plan indicates “The experience has been everything I
on employee development.
how much time each intern will receive could have hoped for and more,” said
on various real-world career immersion Brock Ritter, an intern in the firm’s Dublin
Rea & Associates has gone to great opportunities, such as sitting in on a cli- office. “I’ve been filing taxes, doing field-
lengths to improve the firm’s employee ent visit or attending a networking func- work, and auditing companies. It’s way
development programs at all levels. In tion.
beyond what we learn in the classroom.”
doing so, the firm has noted incredible
success particularly with its improved “The goal of the program,” according to In an effort to keep everybody on the
internship program. And now that there West, “is to provide a glimpse into what same page, buddies hold monthly meet-
is a continual stream of motivated young it’s really like to work at a regional CPA ings with each intern to identify his or
professionals coming through the door, firm. At the end, we hope to make job her progress and to address any ques-
the firm’s management team can further offers to as many qualified interns as tions or concerns. Office managers and
develop a strategy to continue to raise possible so that they can join us full-time buddies touch base with HR regularly to
ensure ongoing communication while
up these promising young leaders.
after graduation.”
promoting continued improvement of
Emerging Talent Fuels The
The View From Inside
the program.
Firm’s Future
“Over the last few years, our internship pro-
gram has become a point of pride,” said
Renee West, SHRM-CP, PHR, Rea’s hu-
man resources manager. “Rea interns will
never find themselves fetching our coffee.
We’re committed to identifying talented in-
dividuals and providing them with in-depth
training and real-world experience.”
Rea’s internship program begins with a
two-day orientation program. Prior to ar-
riving, all interns receive a copy of The
Rea Advantage, the firm’s strategic plan,
to gain a better sense of Rea’s culture,
objectives and initiatives. In addition to
receiving an introduction to the firm, in-
terns are trained on a variety of soft skills
as well as general insight to various tech-
“Developing and investing in young pro-
fessionals is vital to any business,” said
West. “Through this program our interns
receive the tools necessary to be suc-
cessful in their careers and in life.”
To learn more about Rea’s internship
program, visit www.reacpa.com/interns.
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