Tips to securing the right candidate

Advertising and Position Description Tips

  • We recommend including the following in your position description:
    • What specific duties and tasks will the intern perform? If you can, quantify each duty and responsibility
    • What key objectives must be achieved?
    • The position benefits (especially if the role is unpaid) - outline these in an honest and attractive way. Most people want to know that their internship will be challenging and rewarding. .
    • A description of the team - you may also want to include who the supervisor will be
    • Skills required for the role
    • Consider giving an example of a usual week or typical day for the intern
  • Ensure the name of the role is relevant - it should be clear and attractive to students
  • Share details about your organisation. Consider items including the company’s history, what awards you have won, what makes you an employer of choice, whether you’re long-established or a start-up etc.
  • Direct the student to your website for any other important information, including videos that provide students and insight into your company, and the projects they might be involved with through their time interning. These can also be a great way to focus on the benefits or perks you offer, and what skills individuals will acquire interning with you.

Interviews , making offers and onboarding

  • Get in early - we recommend interviewing and making offers to candidates within 2 weeks of receiving collated applications from our team. Most students are receiving multiple offers and you don't want to miss out on offering a role to your preferred candidate.
  • Ask well thought-out questions that ask for examples during the interview. You’ll be able to confirm the candidate has the skills they say they have, and better understand their strengths and weaknesses too.
  • Set clear expectations by discussing start/end dates and the number of hours per week requirement over the course of the internship.
  • Keep in touch with your intern after making an offer and ensure there is a plan for their first day and weeks to make them feel welcome.
  • Cover the statutory induction items and have the relevant person run through a training plan for the coming days and weeks. Try to avoid the too common “chuck them in the deep end and see if they swim” approach.