August 20, 2011 Tessa Duckett
I have had the pleasure of having 4 interns work for me this summer. The experience has been overwhelming. Now that their internship is coming to an end, I have come up with 5 reasons if I should make a permanent job offer.
1. Intern engagement
Intern engagement in your purpose, mission statement or business goals is ultimately the first step into making a job offer. How enthusiastic were they with your processes? Did they seem engaged? Engagement can be judged by how often they asked question, and were they meaningful, or were they just speaking to speak?
2. Right Person, Right Place, Right Time
Do you see them fitting in with your team? What will they bring to the company? Business growth is dependent on having the right people in the right position at the right time. If they don’t fit with your company, don’t hire them.
3. Willingness to learn
How teachable are they? Are they resilient for the ever-changing world for business? Can they adapt to your organization? Did they fit the roles of the position desired? A student is more adaptable and willing to learn new things. This is crucial on one hand, on the other, can they make a decision without being told the answers?
4. Graduation dates
Believe it or not, having an open position is key to filling a position. With payroll being a company’s biggest expense, you need to have a succession plan of what positions will be open and when. When the intern graduates helps fill the gaps.
5. Are they interested?
If you extend them a job offer will they accept? Hopefully, you have been giving them feedback during their internship. This is key to their success with your company. Can they take feedback, and what do they do with it? IF they have initiated conversations about wanting to stay on with the company, this makes the transition easy. If not, ask probing questions about what they liked and didn’t.
I had a great success this summer with my interns. We had weekly feedback sessions, and I was able to watch them develop into great leaders. It starts with recruiting the right candidates, teaching them, giving them feedback, and allowing them to make mistakes.