by Camelia Tiu

The recruitment process of entry level candidates can be one of the most sophisticated activities of the human resources department. Starting from the construction of the internship program in accordance with the company’s values, but also in a special way to be easily differentiated, continuing with the promotion campaign and finishing with the financial investments, it involves a series of efforts on the part of an army of people . So, how do you ensure that these efforts are crowned with maximum results for your company?

Once the recruitment and selection process is over, many recruiters fail to pay attention to young people during the development of the internship program, which does not end well for either party.

Here’s what you can do instead, so that they become ambassadors regardless of whether or not they continue with a job within the company, and the internship you offered is a truly valuable one.

#1. Connect them with the external environment by offering them a solid learning process. As long as the position is entry level, it is normal for them not to have a lot of technical knowledge, therefore your duty as an employer is to keep them up to date with the learning opportunities on the market. Regularly organized events and training sessions in different fields, why not give them the chance to participate, not only company specialists? Moreover, by participating, they can become enthusiastic ambassadors in the networking space, increasing the visibility of the business.

#2. Connect them with the internal environment by offering them a solid learning process. Many times the technical knowledge can be difficult to implement when the soft ones do not exist, but especially when the integration in the team is delayed. Since the period of most internship programs is short, you cannot wait long for this aspect to happen. A handy idea is to develop frameworks in which they have the opportunity to acquire practical skills and to connect with the team, such as training activities and those of team building.

#3 Provide them with support throughout the duration of the program. Assigning a mentor is no longer an extraordinary point, but an absolutely mandatory one. Beyond the performance analysis, the provision of constant feedback, an intern also needs the presentation of career opportunities or help when things are not on his understanding.

#4. Work hard, play harder! If their enthusiasm for making things happen is a reason why you selected them, how about making it both rewarding and contagious? The chances that they will not be excited about the organization of a party are close to 0, as a result, one thing that can be appreciated is and their organization, especially if they are special for them, for example Welcome Party, Interns Party. Imagination has no limits in this sector either.

#5. Keep in touch. In the event that upon completion of the program, there are no job offers, which is not recommended at all, then ensure good communication with them. If everything was done according to the book, they can become the ideal employees, already having an idea about the organizational culture.

It may be difficult to measure the success of a short-term internship program, but if its participants recognize this experience as valuable, they will become ambassadors not only for the employer profile, but also for the business profile. How much effort would reduce this in a market where elite candidates are hunted by so many employers?