HR and engineering internships stand to gain a great deal by opening their doors and engaging an internship program for young participants.
The inclination for many businesses in human resources and engineering is to bank on experience, acquiring personnel who already have gone through the ups and downs and have a glittering resume to boast.
However, there are some setbacks by continuing to rely on this cyclical process. From a lack of team culture and the setting of higher wages, it can be the fostering of new talent that can be the right approach for brands in this industry.
Here we will outline why these outlets do invest in internships and why they are best placed to sourced new employees from this field.
Breeding New HR or Engineering Talent
It is the cycle of life and an element that HR internships address – current workers get old and new candidates grow up and fill these positions. Rather than ignoring this cycle or hoping that the same individuals can adapt to new climates, fostering this process allows companies to tap into new talent. Approximately one in three unpaid participants become full-time employees whilst almost two in three paid individuals become full-time employees. It is a cycle of progression that ensures no one becomes too comfortable, complacent or stuck within an old model of operation.
Young Candidates Equipped With Digital Skillset
It isn’t just acquiring new talent through HR and engineering internships, but a new type of talent. In 2019 these participants have grown up in the digital age and won’t be limited by their knowledge and application of digital elements involved in current human resources practices. From accounting and payroll to interviewing candidates and engaging in employee relations activities, many of these element have been shifted from hard copy to the digital sphere. Of course there are many ‘old fashioned’ offline behaviours that remain true and are skills that have to be learned, but in terms of the administrative roles, they will already be up to date on many of the skills needed to become a qualified professional.
Cost Effective Work
Although it could be construed as cynical in some quarters, businesses that offer HR internships are sourcing cost effective work. A distinction has to be made against those organisations that take advantage of cheap labour and violate key laws and those that do their due diligence for the participant’s benefit. Yet when those daily tasks continue to build up for full-time employees, the presence of young interns does help to alleviate their stress and balance their workload while they learn and progress at the same time. Those costs can then be reinvested back into the business, offering new incentives and programs for young constituents eager to impress.
Building Network With Educational Institutions
Companies have to source HR internships from somewhere and whilst the open market can do much of the work, it is the connections with universities, TAFEs and other educational institutions that really helps to build bridges. These partnerships can be leveraged in all manner of ways, but they do allow a cyclical process to begin where pre graduates can earn tangible real life experience in the professional world of human resources and continue their education as well. These relationships help to build trust and instil confidence in the initiative.
Leadership and Mentor Roles For Current Employees
So much of our discussion has focused on what HR internships offer the company and the candidate respectively, but the other employees also stand to benefit in these instances. By being partnered with these young individuals, they are placed in a position of leadership and authority, forcing them to guide and mentor these men and women along their journey. That fosters its own sense of growth and development in the process.