“Good Enough” May Not Be So Good
If you’re looking to add value to your company, taking on an intern who’s only “good enough” just doesn’t cut it. Of course, every internship applicant isn’t going to knock your socks off with stellar skills, experience, and a fresh perspective. But what should you expect?
Let’s face it: Hiring interns can be a challenge. Although candidates may look good on paper, interviews often reveal a whole different story. Some students and recent graduates may stumble into your office lacking any knowledge or interest in your company. Others may offer attractive skills or experience, but want a hefty salary. And others may balk at an entry-level role that seems uninspiring.
What To Do?
Building a strong internship program starts with a long-term vision. It’s about finding talented young candidates who demonstrate potential to transform into full-time hires. What should you look for on you mission to find a rockstar? Consider the “best” and “worst” profiles in the following infographic from InternMatch, an online platform that specializes in connecting intern candidates and employers. It highlights some fascinating statistics about Millennials (aka Generation Y):
- 89% say that constantly learning on the job is important
- 40% think they’re smarter than their boss
- 40% say they should be promoted every two years, regardless of performance
- 50% prefer unemployment to working at a job they hate
What Have You Discovered In Hiring Interns?
Do you agree with these statistics? What traits matter most when you hire interns from today’s pool of young talent? Share your thoughts in the comments section below.