Eduardo Cupaiolo, executive director of Bamboo HR, a consultancy specializing in identifying and developing new professional talent, ABES partner in the implementation of the ABES Talent Bank, guides how companies in the sector can develop a successful internship program.
“The ABES Talent Bank is a way for small and medium-sized companies to compete on an equal footing with large companies. Through it, they can have the same kind of advisory support and process structure that we offer to a large company without having to invest in hiring a large number of interns. They can start with just one”, highlights Cupaiolo.
Check out the tips:
What are the main tips for small and medium-sized companies to establish an internship program?
Companies should not be in a hurry or set big immediate targets in their programs. Experience shows that this is a project that can (and is recommended to be) built gradually. Starting with hiring one, two, or three interns is an excellent start. There is no reason to start with 5, 10 or 20. On the contrary, the risk in this case is very high that something will go wrong. Better to start small and scale up, from the initial experiences, and later develop a broader and deeper program.
What are the main steps in the recruitment and selection process?
In an internship program with the recruitment and selection of a large volume of candidates per vacancy, it is essential to have a very strong strategy for publicizing opportunities, which we call a marketing campaign. It is this and the computerized management capacity of the large number of candidates at the same time, which distinguishes these larger processes from an executive selection, one by one. Once the campaign is completed and the inscriptions are received, the online tests follow and, finally, the face-to-face stages, with group dynamics and interviews.
How can you retain these talents in the company and reduce turnover?
Retention starts with the correct analysis of the company's culture in order to identify not the "best candidate in the world", but the one who best fits that particular company. Likewise, attention should be paid to empathy between the candidate and their future manager. If the "saint doesn't hit" on the first contact, he rarely "will hit" later. In addition, I think it is super important to make everything very clear to the candidate. Where will he intern, what will he do and with whom. No hollow information, and especially no empty promises. Any unpleasant surprise creates a huge chance that the intern won't stay long.
What aspects of the Internship Law does the company need to be aware of?
Nothing very special. The two most serious mistakes are that the intern cannot dedicate more than 30 hours a week (no way), as well as he cannot travel for the company.
What are the most expected skills of interns in IT companies, especially software?
We need to remember that software companies don't just need to have IT interns. Other areas such as marketing, finance and HR can be excellent opportunities for intern development. In this sense, what all companies expect is the so-called "glow in the eye" and I agree that none of them should give up. They are all very young and still very little professionally experienced, so it is not possible to buy ready made. These talents will have to be tested and supported in order to develop within the company. Glitter in the eyes, however, they already have to bring it "from home".
How can small and medium-sized companies become attractive to interns, who usually seek opportunities in the big ones in the sector?
In fact, there is plenty of room for everyone. Both for large companies to have the volume they desire and for small and medium companies to have the quality they imagine are exclusive to large companies. It is worth reminding students that wanting to intern in a large company is usually to face competition from hundreds of candidates for a vacancy. In this way, for each one hired, as many others, as good as those who were passed over, because the chosen one had "more like that company". The ABES Talent Bank is a way for small and medium-sized companies to compete on an equal footing with large companies. Through it, they can have the same kind of advisory support and process structure that we offer to a large company without having to invest in hiring a large number of interns. You can start with just one.
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