Setting Up Your HR Internship Program
Having the opportunity to meld the right person with the desired skill sets to the right department, including the HR department, can be of enormous value if done correctly. By setting up internships at the collegiate level, management, supervisors, and even co-workers can determine how well a potential employee will mesh within the company.
Before using intern programs as a human resource management tool, you first need to determine what sort of internship program you want to offer. You will need to ask yourself the following questions:
- Will the internship be full or part time?
- What qualifications must the intern have?
- Will it be a paid or non-paid internship?
- Will any benefits be available to the intern?
- What training, if any will be included?
- Where will be the company’s intern source?
- Will the interns work in more than one department?
- How long will the internship last?
- Write formal internship guidelines with an emphasis on whether permanent hiring is a possibility
Once you have established these main parts of your internship program, you can begin to seek out interns through various resources.
There are many places to find interns to use as a human resource tool for both paid and unpaid internships. While some people may prefer the paid internship, many will jump at the opportunity at an unpaid internship to get their foot in the door. Seek out trade schools that teach your company specialty as well the recruitment offices of local colleges and universities.
Visit the websites of Fortune 500 companies and check out their offerings on internship programs to help you develop your own. Because these companies are well versed in hiring both paid and non-paid interns, they are a great starting place to help you design and develop your own program for interns.
Offering intern programs as a human resource management tool, can not only help you make the right hiring choice, it can also help the HR department in deepening its understanding of the incoming workforce, what this workforce expects, and how to endear people of all work ages and ethics to better work together within your organization.