In an increasingly competitive job market, firms that link internship programs into their recruitment strategy are well-positioned to compete for the best talent graduating from universities and colleges.
The main barrier or excuse I hear from advisors on hiring an intern is, “I don’t have time to train an inexperienced person.” I encourage advisors to think of an internship program as a long-term relationship, with the ultimate goal of hiring the intern for a full-time position upon graduation.
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