
Late last month I had the chance to reconnect with several persons who I met years ago when I was the Founding Site Director for @CapitalOne's Illinois Digital Campus Lab (iDCL) at the @UIResearchPark
The purpose of this post is to share my experience building the iDCL in the hope that others might find it useful as they open up similar corporate innovation centers.
A fun fact before we get started, did you know that the Association of University Research Parks (@AURP) represents over 1,000 global university-based institutions and innovation districts? Yep, that’s darn impressive.
First, some background numbers for the iDCL during my tenure as its first “zero-to-one” site director.
✅ Founded in 2015
✅ Located in the University of Illinois Research Park
✅ 115 interns hired (undergraduate, graduate, doctoral) + 9 full time engineers
✅ 80+ projects sourced from across the bank
✅ 60% of projects accepted for further development
My thoughts / notes/ observations:
🔷 Create a sticky workplace that combines top notch student talent with full time staff. The latter will allow your company to create a production ready facility as opposed to one that is largely focused on filling a leadership development pipeline.
🔷 The pursuit of sponsored research is a no-brainer, yes. But don’t limit your attention to just the obvious candidates like the College of Engineering. Tier 1 universities are chock full of world leading colleges and departments. Get to know all of them.
🔷 Participate in campus wide initiatives. By doing this, you will get to engage with students in a non-traditional setting that may be less intimidating than a classroom or office.
🔷 Make sure to assign projects that represent real value to the company because that will not only reduce intern churn but also attract new candidates. You want all student water cooler gossip to be about how your projects are pushing and breaking boundaries.
🔷 Try your utmost to truly connect your research park operation to the parent office. This can come in the form of face time with leadership and access to mentorship. We’ve seen companies that didn’t make this a priority and the result was an operation that was disconnected, transient, and ultimately short-lived because it lost all momentum to continue.
🔷 To give ourselves the best chance at recruiting the best and brightest, we eschewed the common wisdom that you should only recruit upperclassman. Instead, we prioritized first and second year students that were disenfranchised from internship opportunities because they were deemed young and inexperienced. We saw their age as an opportunity to train and mold young people to become valuable contributors to the bank, first as students and then later as full time employees. An added benefit was the bank engendered strong loyalty amongst its interns because it took a chance when others did not.
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