Hiring a Skilled Intern: Start-up Approach to Business Success

October 17, 201610:20 am1932 views

Most start-ups hire interns as cheap labour to cover basic tasks, rather than hiring key players after 2- stage, two-week long recruitment process. However, what most start-ups fail to realise is that internship is not just about getting work completed with help from an intern, it should be a mutually beneficial and transformational process.

Post completion of the Internship, the intern should be able to successfully transition and land a permanent job role within your start-up. Hence, internships are new ways of recruitment for finding the most suitable hire for your business.

However, the question remains – Is there a better way to approximate the success of a person within your start-up culture, without actually allowing them an opportunity to perform, prove their skills and by carefully observing their behaviour over a period of time? Perhaps, No!

See: What are the Top Qualities HR Professionals Look for in Entry-Level Candidates?

Below we share few tips on why internship is the future of recruitment, and how recruiting interns could possibly be the path forward for forthright leadership, pretty young in their late 20s at the top.

Tips for Hiring Interns and Helping them Grow

Here are 10 quick tips that should help business leaders and start-ups, if they plan to hire the future tech-savvy COO/CTO at a low-budget. Simply hire interns and provide them with enough support system to develop and grow as future leaders of business:

  1. Choose a Mission: Before hiring interns, carefully articulate the mission you choose to stand for, because people work hard not just for money, but also for a cause.
  2. Have strong design sensibilities: Most times people make decisions based on how they feel and how they can emotionally connect with your brand design. People rarely make decisions purely based on logical reasoning; it is usually the emotional part of your brain doing the heavy lifting, with a light layer of rationalisation from your intellectual self.
  3. Create a Job Mission: Talent always like to work for jobs with a purpose, a mission to accomplish during the course of their experience, rather than working for jobs with a description. One of the most insightful pieces of feedback received from potential interns was that, they applied because of the people they would love to work with or dream to work for.
  4. Circulate your Job Mission: As important as it is to define a mission, communicating the same to all team members is equally important. The best way to communicate your job mission is to maximise free impressions on your ad.
  5. Screen simply: Minimise time spent on low quality candidates.
  6. Understand Previous Experience and Motivation: During the rounds of initial video interviews, try and understand the candidate’s goals and vision for the future. This would help determine if their vision for future could be strategically aligned to yours.
  7. Assess Technical Competence and Abilities: Assess candidates thoroughly based on the skills and experience they possess for the job role.
  8. Conduct In-Person Interviews: In-person interviews help determine the personality fit and seek understanding if they can get along well to assimilate and be a part of the workplace culture. There are no black/white guidelines here, just a feeling you get during and after the meeting, if there is a fit, you should experience a sense of excitement/anticipation for working with the candidate and if you don’t, something may feel weird or awkward.
  9. Test with Tasks: Offer tasks and assess if the candidate meets industry expectation, job demands and project delivery standards during execution and completion of the tasks. Determine a short 1-2 hour task that is representative of an actual task which the candidate would be responsible for during their internship, and send it over to them with detailed instructions on how it should be completed and returned to you.
  10. Contractual Terms: Employers should understand the importance of a reliable and well-drafted contract. Clarify the contractual terms and conditions with the new hire, before you seal the deal.

As start-ups keep cribbing and complaining for lack of time to invest into recruiting and training a new hire, it is worth a thought to consider recruiting interns. Perhaps you find the next COO or CTO within budgetary constraints and relevant experience to upscale growth plans. All you need to do is to take a chance, make efforts and provide infrastructure to grow.

This article is drawn from an idea originally published here.


Read also: Hiring Tools – Psychometric Assessments Vs Predictive Analytics


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