Here's how you can attract and retain top talent by leveraging internships.

By connecting with educational institutions and attending career fairs, we're able to showcase our internship. Don't wait for talent to come to you – go out and find it! Our proactive approach ensures we're tapping into the potential of emerging professionals early on. Join our team and be part of a company that values growth, learning, and innovation.

Organizations should also understand that they first need to invest in their interns in a way they can learn, develop and grow that will make them more productive. It will be a win-win situation. It will save the organization too in the sense that they've imbibe their culture in them.

The structure of internship program is crucial for success. A clear program with defined objectives, meaningful projects, and regular feedback resonates with interns seeking valuable experiences. Ensure each intern has a defined role and understands how their work contributes to organizational goals. This purpose-driven approach, coupled with skill development opportunities, cultivates loyal employees invested in your company’s mission.

Mentorship is key to a valuable internship journey. Pairing interns with seasoned employees not only transfers skills but also guides them through professional life's nuances. This personal connection enhances their learning and fosters belonging. When interns feel supported, they're more likely to see the organization as a desirable workplace post-graduation, increasing the chance of joining the team full-time.

1. Ongoing feedback - The mentor should set up weekly check-in sessions to monitor the trainee's progress and ask questions: are there any unclear points in the work? are there enough resources? 2. HR Feedback - L&D specialist should also set up joint meetings with the trainee and ask at least twice - how does intern feel about the interaction with the mentor? What needs to be improved? 3. The final feedback is a test of the trainee's knowledge and a decision by the Unit Head about hiring an intern or not. If the internship ends unsuccessfully, this is also a good example for Exit Feedback from the intern - what went wrong? Why did you fail? And feedback from the mentor - how did the intern perform? What could be improved?

I recommend creating an INTERNSHIP POLICY (framework), which clearly states: 1. Roles and Functions of internship process. There may be: Trainee, Mentor, internship coordinator (Head of Department), L&D specialist or HRBP 2. Legal aspects of hiring and dismissing an intern (NDA, agreement, payment rules, the possibility of early termination in underperformance cases) 3. Stages of launching internship programs in the department: preparation, recruitment, basically internship, completion 4. Onboarding plan for the intern 5. Technical issues for interns (access, time logging, information security, etc.) At every stage, ask yourself what/who/when? and this will allow you to attract great talents through internships systematically!