Welcoming an intern to train him and temporarily strengthen his teams remains a common practice for companies. Finding good profiles who could join your team is not easy. If it is not easy to fight in the face of competition from large companies, there are solutions to attract candidates when it comes to an SME. In this respect, SMEs are not the best placed: attracting the attention of a trainee of Bac +4 or +5 level becomes a real challenge.
I will make myself visible
Insofar as the cannot reach large means of communication, the first objective of an SME is to manage to make visible near the students, while approaching the schools. Visibility can pass for participation in conferences or debates in the presence of students or as a member of a jury, etc. These are all opportunities to publicize your company and make students want to make a scene there. All schools – and the most highly rated buys – are susceptible to departures. Even if you once had the prestige of a large group, geographic proximity remains a significant attribute for convincing students and getting in touch with them is a plus, so don’t hesitate to participate in the forums.
Write a successful ad
Do not do it at the last moment and emphasize the writing of your ad. Ideally, make sure that she shows all the interest of doing an internship with you and detailing the mission with precision. It is a question of valuing it and describing the context in which the student will be worthwhile. Ideally, show originality, you must seduce the student, just as much as he must seduce you. He must want to do the internship with you and not come because he has not found something better.
The process of finding interns
When looking for an intern vis-à-vis schools, universities or specific training, you can start by contacting the internship services. Companies can generally make their offers available on the websites of the establishments concerned. The rest of the advice is to relaunch the three-step service for four weeks after the announcement is delivered.
For sites dedicated to internships, some are free for recruiters while some others are paid and the reception of the profile is rarely guaranteed. If the web becomes essential to find an intern, it is still necessary to get out of the multitude of many gifts on the internet. On the sites, the SME goes back to others, without being able to clearly distinguish itself from them: because of its status, it cannot yet put on a brand effect or on the reputation of its name. To be different, they force it to rigorously carry out a communication exercise that involves writing a well-marketed advertisement intended to promote the attractiveness of the student. To do this, use the right keywords, but don’t sell dreams.
Don’t forget to compensate your trainees
Remuneration for the internship remains a sensitive point because the money is necessary for the students as well. If the law imposes a monthly remuneration of a minimum for internships of more than two months, do not expect to attract certain profiles in your nets by remaining at this level. In reality, supply and demand dictate their law and it is better to be prepared to meet the price to attract the most courted students. The interest of the stadium is certainly taken into account plus the gratification subtracting a decisive criterion for the students.