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HRM CA | 14 Dec 2015, 08:00 AM Agree 0
The man at the helm of Canada’s largest HR services provider spoke to HRM about one of the industry’s most contentious topics.
  • Wayne Forster | 14 Dec 2015, 09:44 AM Agree 0
    I also see it as an issue of free choice. If the intern agrees with the relationship, why should government be involved? Yes, employers should not abuse the relationship, but there are workplace laws that protect employees that could be applied to unpaid interns.
  • Cheryl | 14 Dec 2015, 10:42 AM Agree 0
    Hello, Although I agree with the concept of this article, It is not always practiced. There are MANY companies out these taking advantage of people and unfortunately these people are afraid to speak out fearing that it will somehow tarnish their reputation. I have a family member who was in my opinion USED for two years and then "let go" only to be replaced by three interns to do his one job. This experience is in the entertainment field - Just does not seem right.
  • Isabella | 15 Dec 2015, 07:17 AM Agree 0
    I agree ... We have to be careful not to let the pendulum swing too far either way. This is a very valuable opportunity for people of any age when used responsibly but there are so many company that misuse people terribly, use their labour, mistreat them and then cut them lose without a backwards glance. Maybe we need to train the "interns" to have expectations and understand what is reasonable just as we do with Job Safety.
  • Tanya Sieliakus | 15 Dec 2015, 08:22 AM Agree 0
    The vicious cycle for students is they graduate but have no tangible experience on their resumes. However, they need tangible experience to get a job. Some companies are in a position to pay for co-op terms, but not all are so fortunate. Abolishing unpaid intern positions would take away a significant number of skill building opportunities for new graduates. So, how do you get to win-win? Have a position description so that the intern understands what they will be doing and what skill sets they will be building. Fully orient the new intern to the position and accompanying SOPs, the equipment and tools, personnel and safety policies, etc. Regularly complete an Intern Appraisal, recognizing the intern's accomplishments and learning and steering them down a path of continued learning. Document it all. Remember, "learning" is, generally, three levels: introduction to something, familiarization with something and then competent at something. Track the intern at all levels. Finally, for every hour the intern gives the organization should be able to point to an hour of development via the documentation maintained by the company on the intern.
  • Ashley Erikson | 16 Dec 2015, 02:06 PM Agree 0
    I can personally speak to the internship experience at Randstad and tell you the CEO's comments in this article are a joke. There is no training or "investment" involved. You are simply thrown in and asked to complete whatever menial duties are available that the full time staff does not care to do.
    Sure, there is a place for unpaid internships in the corporate world; however, Randstad is not one of them.
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