What to Look for when Hiring an Intern
When reviewing internship applications, there are several key factors to evaluate. Choosing the right intern involves careful consideration of both hard and soft skills. Their qualifications, motivation, goals, and fit with your company culture are important to assess. Here are some things to focus on when hiring an intern. And when you do find the right candidate, we suggest you look at employment letter templates so you can send a clear and compliant employment letter out to let them know the good news!
Skills and Qualifications
First, consider the skills and qualifications you need for the intern role. What particular abilities or knowledge will help the intern succeed? For example, if it’s a marketing internship, look for students studying marketing or communications. Review the intern’s CV and cover letter for relevant coursework, activities, and experience. Technical skills like using design software or coding languages may also be desired. Make sure the intern has the baseline abilities to handle the work, so they don’t feel too overwhelmed when they start working for your business.
Cultural Fit
Along with hard skills, evaluate if an internship candidate will be a good cultural fit in the business. They should align with your company values and work style. Assess if they have the soft skills to thrive in your workplace dynamic. For instance, are they communicative, collaborative, and professional? A positive attitude and eagerness to learn are also ideal intern traits. Make sure candidates present themselves appropriately and politely in interviews, whether conducted via telephone, Zoom, or in person. The intern should complement your existing team so there are no personality clashes of communication difficulties.
Availability
Will the intern be available for the duration you need them? Many internships align with college terms, such as the summer break. Be clear about your scheduling expectations. Check if the intern can commit to the required hours and timeline. They may have classes, exams, holidays booked, or other responsibilities that limit their schedule. Ask about their availability to ensure they can fully participate and benefit from the experience you are offering them.
Motivation
It’s key to assess an intern candidate’s motivation. Ideally, they should be passionate about gaining hands-on experience in your field or industry. Look for genuine interest in your company and the type of work. Strong motivation indicates they’ll make the most of the internship and be eager to take on tasks and challenges. Intrinsic motivation is better than just wanting a line on their CV. They should see the bigger picture of how the internship can expand their skills and knowledge.
Future Goals
Along with motivation, consider how the internship aligns with the candidate’s future goals. Is your internship relevant to their intended career path? There should be logical connections between the work and their aspirations. For example, a business student looking to become a manager would benefit from a corporate operations internship. When the experience matches their goals, interns are more engaged and get more out of it.
Communication Skills
Pay attention to an intern candidate’s communication abilities throughout the hiring process. Assess their writing skills if they submit a CV. Also, evaluate their verbal skills in phone and in-person interviews. Internships often require collaboration, public speaking, presentations, customer service, and more. Strong communication is frequently needed. Ensure candidates can express themselves clearly while interacting professionally.
Critical Thinking
Examine an intern’s capacity for critical thinking and problem solving. Internships allow the opportunity to take on new challenges and think outside the box. Look for curious self-starters who can analyse complex issues and come up with solutions. Creative thinking and resourcefulness are valuable traits for interns, who are often learning on the fly. Seek candidates who can handle ambiguities and uncertainties that arise.
Self-Management
For interns to perform well, they need strong self-management abilities. Time management, organisation, independence, initiative, and discipline are key. Assess if candidates take ownership of their work and see projects through. Accountability is important when providing interns with responsibility. Make sure they can work productively with minimal supervision. Maturity and professionalism are vital given the temporary nature of internships.
Genuine Interest
Most importantly, choose interns who show genuine interest in your company and industry. They should be excited to learn the inner workings of your field. Look for candidates that research your organisation and ask thoughtful questions. Strong enthusiasm indicates they’ll make the most of the internship opportunity. Pairing the right eager intern with your business can lead to fresh insights, new talent pipelines, and valuable contributions.