Calculate financial profitability
According to HR Zone, the first step is actually to analyse the situation and calculate whether the intern would be of value. You do not want to get into a situation in which the intern does not pay off, given the training costs and length of the internship.
Have realistic expectations
Do not expect miracles from an intern. You must keep in mind that interns often have very limited experience and the last thing you want to do is put excess pressure on them in terms of performance.
Set up clear and measurable goals
Every internship programme should have clearly defined goals for what you want to achieve, and these goals need to be easily measured. You should also share the aims with the intern themselves and thus be transparent about your expectations.
Create a special training programme
An intern requires special training which should correspond to the extent and range of requirements they will subsequently be dealing with, and must be tailor-made to fit their needs.
Allocate a mentor to the intern
Do not expect the intern to sit down in an office and immediately create value for you with no costs on your side. Allocate a mentor to the intern from your current employees who will spend time with them: the intern will thus have the opportunity to use their full potential.
Collect feedback
For your own good, as well as for the good of future internship programmes and of the intern themselves, you must collect feedback during the internship and especially after it from everyone involved so that you can assess the profitability of the programme as a whole and adjust the rules for future potential interns.
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