Strategies for Attracting Archaeological Researchers to Your Internship Program
Seeking experienced researchers in the archaeological field to join your internship program can be a daunting task. However, with the right strategies, you can attract talented individuals who are eager to contribute to your projects and expand their knowledge.
Reaching Out to University Faculty and Students
University faculty are often an excellent resource for finding enthusiastic and experienced researchers. You should first reach out to the departments of archaeology and anthropology at various universities. These include institutions like Stanford University, Yale University, Johns Hopkins University, Brown University, Washington University in St. Louis, Cornell University, Columbia University, New York University, University of Southern California, University of North Carolina at Chapel Hill, Tufts University, University of California, San Diego, University of Texas at Austin, Boston University, University of Washington, George Washington University, the Pennsylvania State University—University Park, and the University of California, Santa Cruz, amongst others.
Once you have identified potential candidates or groups within these institutions, it's important to provide them with basic information about the internship. This includes the internship's criteria, required qualifications, and how it aligns with their academic and professional interests. You can also offer a concise synopsis of the internship and link it to each university's Financial Aid and Scholarship Office. Regular communication with these offices can help you ensure the internship is widely publicized and fills the positions as needed.
Targeting Archaeological Compliance Companies
If you prefer not to rely solely on university students, consider reaching out to companies that perform archaeological compliance work. These companies often have a steady pool of interns, including both undergraduate and graduate students. By engaging with them, you can expand your candidate pool and secure a diverse range of skills and perspectives.
Archaeological compliance companies can be particularly beneficial because they often have a structured internship program in place. They may be more open to paid internships, which can help you attract a broader range of candidates. By establishing partnerships with these companies, you can create opportunities for mutually beneficial collaboration and growth.
Providing Incentives for Adjunct Faculty
Another effective strategy is to target adjunct faculty members who are seeking a break from the cycle of temporary teaching positions. These educators often welcome the opportunity to engage in more substantive research and professional development. Offering a paid internship can provide them with the financial flexibility and intellectual stimulation they need, which can be particularly appealing.
If your internship is unpaid, you may find that most applicants are university students. While this can still be a valuable pool of talent, scaling your outreach efforts to include adjunct faculty can significantly enhance the diversity of your internship program.
Tapping into Academic Networks and Scholarships
To further enhance your internship program, consider leveraging academic networks and scholarships. Students who are interested in archaeology often have a strong network of peers and mentors who can provide insights and recommendations. By asking current and former interns to provide testimonials and publish them online, you can promote networking among professionals and encourage others to apply.
In addition, highlighting the availability of academic scholarships can also attract students who are motivated by the opportunity to gain experience and funding. Many universities provide scholarships specifically for students working in archaeological internships, which can be a compelling incentive for those who are passionate about the field.
Conclusion
Attracting researchers to your archaeological internship program requires a multifaceted approach that includes reaching out to university faculty, targeting archaeological compliance companies, providing incentives for adjunct faculty, and leveraging academic networks and scholarships. By following these strategies, you can create a robust and diverse pool of talented researchers who are eager to contribute to your program.