I recently sent this advice out to an employer looking to take on an intern for the first time.
For clients looking to hire an intern or a graduate or for any other short term project recruiters tend to use our website, www.grb.uk.com, to place an job advert. This is the most cost-effective service for this recruitment exercise. Our search and selection service is usually more cost-effective for hiring someone for a permanent role as a fee is payable on remuneration. Our advice to those companies hiring interns is therefore largely based on;
- Having a good job description and skills profile for the hire from the outset. Be clear about what the person will be doing with outcomes and expectations from the outset.
- Paying them at least expenses or minimum wage as you could get a better calibre person plus it gives a better impression of your firm but I understand there may be financial constraints from employers. Certainly the advice given by the CIPD is what I would follow.
- Writing good recruitment adverts with impact. There will be completion for graduates so make sure you stand out.
- Using a targeted approach to make sure you are attracting the right people. So many graduates are applying for anything as they get desperate and the last thing you want is an inbox full of unsuitable CVs.
- Having the resources to sift and select the best person. Turning applications round to interviews and offers should be done as quickly as possible to avoid losing candidates to other employers.
For clients looking to hire an intern or a graduate or for any other short term project recruiters tend to use our website, www.grb.uk.com, to place an job advert. This is the most cost-effective service for this recruitment exercise. Our search and selection service is usually more cost-effective for hiring someone for a permanent role as a fee is payable on remuneration. Our advice to those companies hiring interns is therefore largely based on;
- Having a good job description and skills profile for the hire from the outset. Be clear about what the person will be doing with outcomes and expectations from the outset.
- Paying them at least expenses or minimum wage as you could get a better calibre person plus it gives a better impression of your firm but I understand there may be financial constraints from employers. Certainly the advice given by the CIPD is what I would follow.
- Writing good recruitment adverts with impact. There will be completion for graduates so make sure you stand out.
- Using a targeted approach to make sure you are attracting the right people. So many graduates are applying for anything as they get desperate and the last thing you want is an inbox full of unsuitable CVs.
- Having the resources to sift and select the best person. Turning applications round to interviews and offers should be done as quickly as possible to avoid losing candidates to other employers.
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