焊接坡口公开课分析.ppt

* * Weve placed a lot of emphasis in our engineering internship program. It proved to be a great way to hire new grads was to have them as interns first. They have great experiences as interns and want to come back!Example: First year we did heavy new grad college recruiting, we had a really heavyweight interview process. Took up so much time and money. We did a lot of research and saw that students were much more likely to convert full-time if they had interned at the company. We shifted gears next year and put a huge emphasis in hiring a large intern class. We had a 75% conversion rate from the offers extended to that intern class. Fail: Box value – take risks, fail fast. When we were smaller, we were able to convert all non technical interns. Same assumption was made 2 summers ago. Conversions for all were not the case. Definitely took those learnings to heart because it was rough for those interns to think they had an opportunity at a full-time role when they did not. Lesson – fully scope out your intern program if you’re going to put emphasis there. It doesn’t just stop with them as an intern. Weve really placed a lot of trust in our new grads and I think that has proven to work. Well give them projects and let them work on things that theyve never done. We help guide them but give them the ability to run with things on their own. Examples:Myself, had never done college recruiting but my VP said “just make good decisions” when I asked about budget On my own team, we have folks get on the phones pretty quickly Customer Success Managers – we’ll have them help out with bigger accounts Giving them more opportunity is great for you and the new grad Also great to see who can take on the responsibility Intern survey at the end of summer – they said they felt like a full-time member of the team. Our 1300+ customers are seeing 2X better applicant quality, 30% lower cost-per-hire, and 3 times the influence over candidate decisions. If you find an