With summer on the horizon, this is the perfect time for companies to provide additional support. About 70% of trainees Write full -time positions in companies where they have completed an internship, showing their long -term potential. Here’s how to find, hire and keep excellent summer trainees.
Why should my small business hire summer trainees?
Consider a summer internship as providing new energies and new ideas in your business. It is a symbiotic relationship – a chance for students to obtain experience in the real world and a reduction in the cost of the workforce for your business.
Brittany Truszkowski, chief of the exploitation of Grand Canyon law groupThink that an intern brings an “external perspective” which can “trigger an incredible innovation”.
“Some of our best program improvements come from suggestions from trainees,” added Truszkowski.
A summer concert can also serve as a lawsuit for a larger commitment so that you can see how the individual adapts to the long -term image.
(Find out more: 6 smart ways to recruit and hire adolescents this summer))
How to hire summer trainees?
Obtaining the right hiring process opens the way to a win-win experience. Follow these steps to start.
Define a budget and a calendar
Determine how long you are considering the internship internship and what you are ready to invest.
“Consider how (the) employment will work for both parties,” said Tiffany Guthrie, director of HR services shared at G&A partners. “Unpaid internships are often not recommended, unless you offer specific professional skills and hours for certification or license.”
Even if your trainee wins school credit, there is still Costs involved in forming and managing them. Knowing your calendar and your budget in advance helps you reduce your search and manage expectations.
Some of our best program improvements come from suggestions from trainees.
Brittany Truszkowski, chief of the Grand Canyon Law Group
Define your objectives and settings for the program
Describe what you hope to do by using a trainee. According to Sam Wright, manager of operations and partnerships HunterClarity is the key.
“Trainees thrive with the structure,” said Wright. “So, before recruiting, trace clear objectives, a calendar and a point of contact for regular recordings.”
Will you also have to decide the details: will the internship be full time or part-time? Will it be paid or will you offer academic credit? If it is a credit internship, Bill Humbert, speaker, author and career coach at Recruiter.comAdvised to connect with colleges or universities in advance to make sure that your position aligns with their academic requirements, then make your job description accordingly.
Find prospects where they are
To find candidates, Humbert recommends establishing a good relationship with university career services which can open doors to the best recommendations of students. Social media can also be a great way to connect with younger candidates.
Then consider who will be best suited to your organization and keep in mind that this can go beyond traditional “difficult skills”.
“Look for candidates whose interests align with your mission – in particular those delighted to learn and contribute significantly in a practical environment,” said Raquel Braun, co -founder of the strategic consulting company Mulier Fortis. “Aim for bringing curious and coachable trainees. Skills can be taught; driving and real interest are innate. “
(Find out more: How to associate yourself with a university as a small business))
Support the professional objectives of your trainee
Think of how the internship can be an opportunity for learning. Design projects where trainees can develop new skills and gain practical experience. You will not only have a more committed trainee, but also someone who leaves with precious skills.
“To learn by doing is the place where real development occurs,” said Humbert.
Tips for hiring summer trainees
To make the most of your summer interns program and ensure a positive experience for all those involved, consider these key tips.
Develop a structured integration process
A solid integration experience is preparing your trainee for success. Present them to the team, to corporate culture and their specific tasks. Provide them with the necessary tools and resources and clearly describe the expectations of their performance and their conduct. This helps trainees to feel welcome and productive from the first day.
Provide regular comments and support
Frequent checks and constructive comments are essential for the growth of a trainee and your understanding of their progress. Plan regular meetings to discuss projects, answer questions and provide advice. Continuous communication Ensure that they stay on the right track and feel supported throughout their internship.
Offer significant projects and responsibilities
Trainees want to contribute real value. Assign them difficult but achievable tasks that correspond to their skills and their interests. Give them the property of projects and the demonstration of the way their work contributes to the situation as a whole will keep them committed and motivated.
(Find out more: How to create an excellent internship experience))
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