Tips For Onboarding Remote Interns To Full-Time Employees

Oct 21, 2022
Tips For Onboarding Remote Interns To Full-Time Employees

Young talents bring fresh ideas to the corporate world. They assist the business get a new perspective for their product or services. However, transforming the entire style of the company's work is like painting the fourth bridge

It is not necessary that the unique ideology of work will suit the needs of well-established organizations. That's why many businesses prefer to hire remote interns before they onboard them as full time employees. 

Hiring interns provide them with several perks, such as: 

  • A larger workforce

  • A global employee candidate pool

  • Minimal recruitment cost

  • Enhanced brand recognition

  • Effective supervisory skills

Once the remote internship program is complete, companies analyze each candidate's performance and select those who best suit their requirements.  

However, onboarding remote interns is not as simple as it may seem. There are a couple of hitches that human resource managers encounter during the appointment process. 

Let's learn about the same in detail. 

Challenges While Onboarding Remote Interns

Generally, colleges and universities have internship programs in their curriculum with the purpose of providing industrial experience to their students. Companies are well-versed with these programs and contribute to them by hiring students as interns. 

Now, here's the thing; when the program tenure is complete, students/interns would like to return to school to complete their courses. Some candidates may as well look for other job opportunities before finalizing their decision. This may lead to: 

  • Candidates lose interest after completing their course.

  • They may develop a preconceived notion of working based on their previous experience.

  • They may decide to work with the competitor.  

In a nutshell, to onboard remote interns, you have to draft a plan and strategies that keep the candidate motivated, engaged, and eager to join. 

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Tactics To Streamline The Onboarding Process

The key to a successful onboarding procedure is consistent communication during and after the completion of the internship program. It keeps the candidates invested with the organization and creates a reliable talent pipeline. Having said that, you can deploy the following tactics for smooth recruitment: 

#1 Prioritize Your Internship Program On Preskilling

Preskilling is ideally a learning and development (L&D) program for new candidates. Here, employees are trained for real-work job responsibilities, from planning to implementation. 

For instance, if you are recruiting interns for marketing, make them familiar with different marketing styles, recommend Digital Marketing Books to enhance their knowledge and teach them the use of Salesforce. 

This allows the interns to understand the working environment and culture of the organization and assists them in setting nearly accurate expectations for the full-time job. As an added benefit, it ensures that interns are ready to join the organization after the program is complete. 

Some of the things that human resources managers can do to implement the L&D program are: 

  • Provide one-on-one mentorship

  • Offer networking opportunities

  • Give them "real" assignments (not just "getting coffee")

  • Communicate frequently 

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#2 Allow Your Candidates To Explore Multiple Career Options

Internship programs provide opportunities for candidates to discover and polish their skills. It enables them to get out of their comfort zone and look for the job responsibilities that best suit their capabilities. 

However, if you are recruiting full time employees only for one kind of work, they may or may not be interested in the job title. Thus, after completing internship tenure, they may not wish to continue. 

To avoid such circumstances, it would be best to let your interns explore different career opportunities within your organization. 

For instance, if you hire a communication student, allow them to choose between content writing, client service, social media marketing, or client pitching. Allow them to explore all the possible careers your organization could offer and let them make the decision. 

Believe it or not, it will significantly eliminate the risk of candidates switching to other professionals after receiving the offer letter. 

#3 Make Them Feel Part Of The Organization

Long gone are the days when an intern's "work" responsibility revolved around menial tasks and observations. Now, leading companies are associated with prime job responsibilities and utilizing their knowledge & skills. 

This makes the candidate feel valued and connected to the organization. 

However, assigning them adequate work is not enough to encourage them to be part of the company for the long term. Instead, you must do the following Employee Engagement Strategies

  • Regular check-ins with the interns and manager

  • Clarify the candidate's doubts

  • Ensure transparent communication

  • Get feedback from manager and candidate

  • Appreciate the small achievements of the candidates

If it seems feasible, you should create a questionnaire that allows you to learn about the intern's experience with the company- whether they choose to be full time employees or not. 

Doing so will allow you to learn about the organization's pain points and areas of improvement. Thus, human resource managers will be able to make appropriate improvements, enhancing the organization's operational efficiency. 

A better way to communicate, engage, recognize and reward remote workers

To learn even more about managing remote teams and keeping employees working at home highly engaged, download our ebook now.

Download now

#4 Pay Attention To Intern Wellbeing

Understand that joining your organization is not just a career option for fresh talent; but rather a critical life decision. This choice will define what the future holds for them. So, it is essential that you make their internship experience enriching and rewarding. 

Apart from polishing their skill sets, you must invest in their holistic well-being. Do not simply delegate the work and accept results. Instead, supervisors should communicate with the candidate. Talk to them about the company, future goals, and what they want to learn. 

It will make them feel part of the team. Surprisingly, you might even get to learn about the issues you didn't know existed. 

In addition, you must expect a longer learning curve from the candidates. Bear in mind that remote training is not easy. And when candidates are from all over the world, teaching them shoulder-to-shoulder isn't quite possible. Instead, it can cause unnecessary stress and burden on them.

So, you must come up with a practical training sesion l plan, allowing employees to learn something new while assisting with the ongoing task. You can further plan team sessions to break the ice and lower employees' burdens. 

Some of the activities you can try for virtual ice-breaking sessions are: 

  • Mood barometer

  • Ranking poll

  • Draw your mood

  • Team photo

  • Home scavenger hunt

These will make the employees feel part of the team and urge them to join it full-time. 

To Sum It All Up

There is no denying that working remotely is tricky, requiring EXTRA efforts to navigate smoothly. However, it also has its fair share of benefits that your organization can reap. For instance, it'll enable you to reach out to candidates not restricted by the country's borders. So, you must employ the strategies discussed in this article for an effortless onboarding process

 

 

About Author:
This article is written by our marketing team at HR Cloud. HR Cloud is dedicated to providing powerful solutions for your HR teams and creating an exceptional employee experience. Our aim is to help your company improve employee engagement, onboarding, and to save you valuable time!

 

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