Cultivate your next star: Turn interns into employees

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When the intern­ship ends, interns will remem­ber how they were treated and they will tell their friends. If an intern has a bad expe­ri­ence and tweets it, or posts it on Facebook, it’s certainly negative PR for your organization. More­over, many uni­ver­si­ties ask their stu­dents to pro­vide feed­back after an intern­ship. Neg­a­tive intern­ship pro­grams can make a com­pany look unpro­fes­sional. The best grad­u­ates want to work for the best com­pa­nies, so a bad rep­u­ta­tion can seri­ously hurt a company’s recruit­ing efforts.

Build a solid intern­ship program

An intern­ship pro­gram that seeks to teach interns vital career-related skills will be far more suc­cess­ful and enrich­ing for every­one involved. Con­sider the intern­ship as a train­ing period. Treat and train the intern like you would a new hire. Give them the tools they need to become an asset to your company.

Try intro­duc­ing interns to dif­fer­ent facets of the busi­ness. This will allow them see what works best for them while maximizing their hir­ing poten­tial. Not only does this help enrich the intern’s expe­ri­ence, but it also allows you to see how ver­sa­tile the intern’s skill set is. The intern should leave the expe­ri­ence with new abil­i­ties and a larger net­work. The employer should end up with a strong poten­tial can­di­date that is well-versed on the com­pany. Hav­ing some­one do your pesky admin tasks is nice, but cultivating your new star is even nicer.


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