閱讀暖身
找到好的人才，吸引他們留下來，是企業經營最重要的事。善用實習生不只是降低成本，更是一個開發潛在人力資源的管道。但怎麼讓實習計畫成為企業廣納人才的的管道？

閱讀之前，先想想幾個常用的詞彙，英文要怎麼說 :

(A) 跑腿
(B) 適應公司文化
(C) 卑微的工作

Many companies approach hiring interns all wrong. Hiring interns for your company means more than just finding someone to get coffee or ^(A) run errands for full-time employees. Interns can be the future of your company. Last year, nearly 60 percent of interns joined their companies as full-time hires.

很多公司處理實習生招募的想法都錯了。實習生招募，不是找一些人來為正式員工買咖啡或是跑腿，實習生有可能成為公司的未來。去年，(美國)有將近六成實習生轉為他們服務企業的正式員工。

Properly run internship programs become invaluable recruiting pipelines because they provide the company with field-tested employees. You don’t have to worry if the interns can do the job or will ^(B)fit into the company culture; they’ve already proven their abilities.

Here are three of the best ways to find the right candidates for your internship program and ensure that they accept a full-time offer if and when you make one.

適當的實習生計畫變成珍貴的招募管道，因為公司可以實地考察這些員工。不必擔心實習生是否能勝任，或者是否能適應公司的文化；在實習過程中，他們經證明了他們的能力。

如何招募到最佳實習生，這裡提供三項法寶，更重要的是，一旦你找到了，他們還能成為正式員工。

1. Seek out creativity when hiring interns  招募時，把重點放在他們的創意能力

It is 2013, so why are you still hiring like it’s 1980? Hackathons have become one of the more visible and creative ways that technology companies are recruiting top technology talent. Evernote, for example, hosted its first Hackathon in Korea in an effort to recruit top Korean students. One advertising firm had interns apply to their position using the mobile app Draw Something. Candidates with the most creative drawings were selected to move forward in the process.

現在是2013年，請不要再用1980年代的方法招募員工？駭客松（Hackathon）（註1） 已經成為科技公司在招募頂尖技術人才的方法。像雲端服務公司印象筆記（Evernote）在韓國舉行第一次駭客松，試圖招募頂尖韓國學生。 一家廣告公司，讓實習生用Draw Something手機應用程式申請應徵職位。在這個過程中，公司可以畫作最具創意的候選人。

2. Consider paying your interns考慮付實習生薪水

With the job market in a shaky place, it is becoming more common for postgraduates to be taking internships with potential employers. These postgraduates have real expenses, and taking unpaid internships can deter many of them from joining your company. Even if they do accept, 3 to 6 months of no pay can put them in a very difficult financial situation and may ruin the internship period. Receiving a ⁽¹⁾paycheck also gives your interns a better sense that the company values their skills.

市場競爭激烈，研究生也在找理想的僱主。而研究生們有實際的支出，沒有薪水的實習會阻止大部分研究生加入你的公司。即使他們真的接受了，3到6個月的無薪將他們置於經濟十分困難的處境，這可能會毀了這段實習期。獲得薪水也給實習生一個更好的印象，公司承認了他們的技術。

3. Treat your interns like full-time employees對待實習生就像對待正式員工

Like any employee, interns want to feel like they are a part of the company. Many employers adopt the mentality that their interns are not real employees and therefore⁽²⁾slack on making them feel like part of the team or adopting standard legal practices to onboard them.

One of the biggest errors that companies make when bringing on interns, is to not properly inform their full-time employees how to treat interns. This may sound juvenile, but a one-hour informational session can make all the difference. One of the biggest topics to cover is how the interns will be managed. One of the biggest complaints of interns in 2012 (other than having to work for free) was that they were given ^(c) menial tasks by their supervisor. Give your interns real tasks and challenges. This also helps you as an employer determine whether the intern can handle real challenges as a full-time employee.

像所有的員工一樣，實習生希望能感受到他們也是公司的一份子。許多雇主認為實習生不是正式員工，因此忽略了實習生想成為公司的一份子的感受，也沒有讓實習生接受訓練。

多數公司犯的最大錯誤是。實習生加入之際，沒照會公司員工該如何對待實習生。這可能聽起來幼稚，但一個小時的會議會造就很大的改變。2012年實習生最大的抱怨之一（除了免費工作）是上級給實習生卑微的任務。給實習生真正的任務和挑戰。這也會幫助雇主決定實習生是否能像正式員工一般應付真正的挑戰。*歡迎轉載，請註明出處*