A placement undergraduate can bring your company youthful perspective and someone eager to learn.
But the process of finding, training and overseeing a student can seem overwhelming. A few simple steps can ensure that you make the most of your time and your interns, possibly creating a future employee.
Even in the fast-paced land of start-ups, many companies still don’t fully utilise their youngest employees: interns.
Instead of taking advantage of their passion and motivation, they saddle them with busy work in place of meaningful assignments. It’s clear most companies still don’t know how to incorporate workers whose tenure is temporary.
Companies both big and small need to take a different approach to their internship programs. Not only are interns potential full-time employees, they can also be a source of limitless enthusiasm, hard work and can offer a valuable outside perspective. For your business, employees and interns to get the full value from your relationship, you should establish a program that clearly defines interns’ role in your company. The internship program should also include policies, expectations and accountability for both the intern and the team they join.
Here are a few pointers to get your started:
Survey carried finds that 72% of privileged young Britons admitted to having used family connections to secure a work placement.
A privileged background, attending private school and who you know are key factors in landing an internship, according to a report that paints a bleak picture of social mobility in modern Britain.
Relevant work experience is more valued than qualifications when firms are looking to recruit new staff, a survey of 2,000 employers in Wales has found.
Almost two thirds (63%) said they regarded experience as significant or critical but fewer than four in 10 (39%) provided placement opportunities.
The findings have prompted calls for firms to offer more work experience.