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Essentials for Enhancing Intern Retention

How can you, as a talent leader, provide the post-COVID improvements to working conditions that will allow your staff to flourish? Successful retention strategies, employers have learned, require more than the shiny incentives that help their companies appear good on the outside. The degree to which an employer cares about and supports its staff members' development as individuals and as a workforce is crucial.

Essentials for Enhancing Intern Retention
The people who work for you are the most valuable part of your business. So, keeping your key employees is a top priority for you. However, in the current job market, this is getting harder and harder. After they've been hired, many companies take steps to make sure the interns are happy. But the real secret to keeping employees for a long time starts before the first interview, when you look at what your company stands for.

Here are five ways to bring your company's core values to life, so you can find the best employees for your culture and keep them motivated once they're there.

1. Improve the job description.
When companies list values, they often use bullet points, which makes it easy for candidates to skip over them. Instead, you should think about tying your values to your job responsibilities and benefits. If you value agility, it's important to highlight the role's freedom and speed of decision-making. If taking care of your employees' health is a core value of your company, you could also offer a wellness package.

2. Right from the start of the relationship, show what you value.
Even though "respect" may be one of a company's core values, many are known for not responding to job applicants. You should be smarter than to act like this. Your values should be at the centre of your hiring process. They should set the tone for what your candidate can expect from your company's culture.
Even how you handle a job interview or try to get a better salary shows what you value.

3. Hire people who will add to the culture of your company.
Many recruiters use the term "culture fit" to mean the process of finding candidates who will add to the positive culture of your company. There are many ways to figure out how a new employee will affect the culture of your company. Interns are usually fresh out of university and don't know much about corporate culture. It's important that candidates understand and agree with the values of your company.

4. Praise well and keep consistent.
Being ignored is one of the most disheartening things that can happen. Even though you need to be clear about your values at the beginning of the hiring process, you also need to recognise employees who live up to those values. Because of the culture of recognition, workers who are often praised for their hard work tend to stay longer.

5. Be consistent with the values of your company.
In some cases, a company's identity is tied to what it stands for and what it believes. What does your organisation want people to know? Think about advertising, events, and programmes that make your values more clear if you want to attract the right people. Before you start looking for interns, you must have a clear idea of what your company's core values are.

The core values of a company are very important when it comes to hiring and keeping interns. If you hire the right people, your company is more likely to attract people who like your brand. When you have a strong sense of community, you'll be able to build a strong team that can grow, thrive, and stick around for the long haul.
 
 

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