Last year, nearly 60 percent of interns joined their companies as full-time hires.
Properly run internship programs become invaluable recruiting pipelines because they provide the company with field-tested employees. You don’t have to worry if the interns can do the job or will fit into the company culture; they’ve already proven their abilities.
Hiring the best interns, however, isn’t always easy and making sure they accept your full-time offer can be even more difficult — especially if they’re talented. So here are three of the best ways to find the right candidates for your internship program and ensure that they accept a full-time offer if and when you make one.
Seek out creativity when hiring interns
It is 2013, so why are you still hiring like it’s 1980? If you want creative interns, you probably need to consider creative ways of attracting them to your company. You need big ideas to keep your company moving forward, and people with vision and enthusiasm are attracted to companies willing to take calculated risks.
Hackathons have become one of the more visible and creative ways that technology companies are recruiting top technology talent. Evernote, for example hosted its first Hackathon in Korea in an effort to recruit top Korean students. One advertising firm had interns apply to their position using the mobile app Draw Something. Candidates with the most creative drawings were selected to move forward in the process.
Tests like these allow employers to see the practical and creative skills of potential interns. Hackathons, for example, push potential interns to quickly solve problems and work within teams, sometimes alongside full-time employees.
Social media is another great way to attract interns. If you are not using social media as part of your intern hiring strategy, then you are missing out, as 26 percent of college students are using Twitter. Using media directed at certain schools or course focuses can help to quickly create attention for your company.
Consider paying your interns
With the high costs of hiring full-time employees, bringing on unpaid interns sounds like a magic bullet, but this is far from true. You are likely to come across hoards of potential interns who are begging for experience and wouldn’t hesitate to work for free. But going this route can have detrimental effects on your internship program and can put your company in legal hot water.