You run your company like a well-oiled machine. When you have a problem you research it, come up with solutions and form a plan of attack. Your staff is dedicated and works great as a team, but when it comes to your newly hired interns? You’re at a loss. All you want is to make these tiny professionals feel like a part of your company but an intern is so different from a full time hire. If you find yourself trying to relate to them by saying things like swag or lit… please stop… and let us help because we have some tips to help you create a great company culture. Continue reading “Employers: How to Welcome Interns To Your Work-Family”
“It takes courage to grow up and become who you really are.” (EE Cummings). Putting yourself out there and setting yourself up for rejection is always scary, but there’s nothing like the satisfaction you feel when that risk ends up paying off. Applying to an internship then being told you were accepted is similar to jumping into the deep end of the pool when minutes ago you had floaties on. You feel like some horrible mistake was just made, are they sure I’m the best choice? What if they ask me do something I haven’t learned yet? What if I end up being terrible at my job? While this may seem a bit dramatic to some these were some of the thoughts I had when I was told was going to be a summer Public Relations intern at Kid Care Concierge.
The saying “don’t judge a book by its cover” could not describe the hiring process for human resources any better. One person could have an outstanding resume but then come into an interview and not at all live up to the wonders that were put on paper. In contrast, another person could have a subpar resume but express determination to do well during the interview and turn out to be a perfect candidate. So the question is, how do you go about narrowing down candidates and making the executive decision to hire them or not?