Believe it or not, choosing a quality team of interns can be one of the hardest decisions an HR professional has to make. As these folks are coming in with little to no experience, as well as a limited number of references, it can be challenging to gauge who the best students are and how they’ll perform in the workplace. However, by using SuccessFactors, this process can be a breeze.
According to the National Association of College and Employers, 51.3% of interns reported being offered a full-time job. Why is this the case nationwide? Because when hiring candidates, having a system in place that ensures accuracy, efficiency, and transparency during the internship program can help them become rock stars in the future. Here’s how:
Compiling A Pool
Gathering a pool of not just qualified, but exceptional candidates can be tough. After all, with a number of different identifiable terms to describe a candidate, it can hard to gauge where exactly you want this candidate to be. For example, if you’re looking for someone with “design” experience, that can vary greatly between UX, print, and even social media. Instead, the best way to find qualifying terms is by utilizing SuccessFactors talent acquisition to hone in on the proper experience.
Let’s say that you’re looking for a marketer with digital experience to help your content marketing efforts take off. The goal here is to utilize the intern’s content ability to attract more b2b clients, with setting a foundation on how your content should go. Some terms you should use include content marketing, SEO, b2b, or copywriting. Additionally, you might want to use terms specific to their daily assignments as well such as “payments” or “FinTech” if you’re working in those fields. This will help you not only find candidates that are qualified but even have the experience to go above and beyond, which will be beneficial in trying to decide who you want to bring on for the next round.
Vetting The Candidates
When compiling folks you want to interview, your first step should be sorting based on experience, as well as skill set. Considering you’re going for interns, their lack of working in the field can be made up of the types of classes they took, as well as if they picked up any hard skills. For example, a candidate that took the time to become Google Analytics certified or understands how social media metrics work should get some bonus points given their self-initiative. However, beyond organizing based on their resume, there are a few standard procedures every interested candidate should consider as well.
Your interviewing process should consist of a blend between those in HR/recruiting agencies as well as department-specific staff. Together you’re going to be able to come up with a list of questions and requirements to vet the candidate’s expertise, as well as their cultural fit. Additionally, you both should agree on certain outright “no’s,” which might include things like showing up late, not wearing business attire, or not wanting to be with your firm long-term. Remember, the goal for an internship should be to bring someone along that you can train and develop into a full-time staff member, so imagine how this person will grow within the coming years, and if that will be someone you want around day-in and day-out until then.
Making a Decision
After collaborating with your other staff on SuccessFactors to gauge what candidates you feel should move on and who shouldn’t, it’s time to make your decision. Bare in mind, with SuccessFactors another feature you should consider is the talent development portion, which is going to dictate the training modules and time frame for which someone should become a fully-functioning member of the team. Consider these aspects when making your decision, as this is going to reduce the costs of your turnover and increase retention tremendously.
Whatever intern you choose, the most important aspect is if you feel like they’re going to be a part of not just your company, but your community and culture for a long time. As a lot of folks early in their careers are going to hop from job to job, it’s important to try to retain them using SuccessFactors development so they can be properly rewarded for their hard work. Additionally, these benchmarks will provide a transparent system both parties can agree is fair and accurate.
As SuccessFactors can be a great tool to helping decide on the best intern, how will you use it to choose yours?