Why you need engineering interns, and how to find the right people

Why you need engineering interns, and how to find the right people

In order to run a successful engineering company, you need young talent: new engineers who have cutting-edge skills, are hard workers, and will potentially stay with your company for a long time. They’re an investment in your company’s future. Just as professional sports teams recruit top young prospects with the hope that they’ll mature into stars, your company needs to keep the talent pipeline flowing with new prospects. At enginehire, we’ve seen the power of young engineers first-hand, but we also know that some companies are reluctant to take a chance on younger workers. Fortunately, there’s a solution: hiring short-term interns. In this article, we’ve compiled some of our best tips on how to leverage the power of interns.

Are interns a good business decision?

There’s also a business case for hiring young talent: these up-and-coming engineers are generally more affordable than their more experienced peers. You never want to base hiring decisions solely on price: an inexpensive employee who’s not the right fit can end up being a very expensive mistake in the long run, but many companies have seen the rewards of investing in freshly-minted engineers. These new hires are energetic and full of passion for what they do, and they generally come at a lower cost than a more seasoned person who fills the same role.

Still, many companies are risk-averse when it comes to hiring new talent. Because:

  • They’re used to hiring experienced engineers with a multi-year track record of employment.
  • They don’t know how to evaluate new engineering graduates, much less those who are still in school.
  • They opt for a short-term patch (a new employee) versus an investment in their company’s long-term success (an intern who will stay with them for many years).

Hiring short-term interns can be the perfect solution:

  • You—and the intern—can determine whether you’re a good match for each other.
  • The intern is hired for a short period of time—generally just a few months, and there’s no obligation to continue employing them after that period.
  • Canadian companies have the added advantage of multiple government programs and incentives for hiring young people. These can be an affordable, low-risk way of ad
    ding high-quality young talent to your organization. If you’re not familiar with what’s available in terms of wage subsidies and tax credits, please see this government page regarding wage subsidies and tax credits for employers.

Screening potential interns: a new take on the hiring process

Once you’ve decided to bring one or more interns on board, you’ll need to screen for those who are the right fit. This is a subtle and demanding process.

  • By definition, most young engineers are just starting out in the corporate world. Their passions are demonstrated through teams, clubs, activities, and passion projects. You need to take those into consideration when you look at their qualifications.
  • You need to prioritize attitude over aptitude. A young engineer may look great on paper, but still lack what it takes to be a positive contributor to your company. At enginehire, we’ve heard multiple companies tell us that interns who are positive, flexible, and adaptable make the best long-term employees. Interns are often assigned to the tasks that other employees don’t want. Seeing how the intern responds—“No problem, I’m here to do whatever you need,” versus “That’s not what I was expecting to be asked to do” gives you great data about whether to bring the person on in a full-time role.

Engineering interns offer your company various other advantages. They’re energetic, willing to work hard, and eager to learn. They’re not constrained by a mindset that, “This is the way we do it, because this is the way we’ve always done it.” They can infuse your company with new ideas and fresh perspectives. We’ve seen short-term interns contribute significantly to the success of engineering companies across multiple domains, and we’d love to help you connect with your next young engineer.

enginehire – hiring re-engineered.

1855 775 4473 | info@enginehire.ca

Why you need engineering interns, and how to find the right people

In order to run a successful engineering company, you need young talent: new engineers who have cutting-edge skills, are hard workers, and will potentially stay with your company for a long time. They’re an investment in your company’s future. Just as professional sports teams recruit top young prospects with the hope that they’ll mature into stars, your company needs to keep the talent pipeline flowing with new prospects. At enginehire, we’ve seen the power of young engineers first-hand, but we also know that some companies are reluctant to take a chance on younger workers. Fortunately, there’s a solution: hiring short-term interns. In this article, we’ve compiled some of our best tips on how to leverage the power of interns.

Are interns a good business decision?

There’s also a business case for hiring young talent: these up-and-coming engineers are generally more affordable than their more experienced peers. You never want to base hiring decisions solely on price: an inexpensive employee who’s not the right fit can end up being a very expensive mistake in the long run, but many companies have seen the rewards of investing in freshly-minted engineers. These new hires are energetic and full of passion for what they do, and they generally come at a lower cost than a more seasoned person who fills the same role.

Still, many companies are risk-averse when it comes to hiring new talent. Because:

  • They’re used to hiring experienced engineers with a multi-year track record of employment.
  • They don’t know how to evaluate new engineering graduates, much less those who are still in school.
  • They opt for a short-term patch (a new employee) versus an investment in their company’s long-term success (an intern who will stay with them for many years).

Hiring short-term interns can be the perfect solution:

  • You—and the intern—can determine whether you’re a good match for each other.
  • The intern is hired for a short period of time—generally just a few months, and there’s no obligation to continue employing them after that period.
  • Canadian companies have the added advantage of multiple government programs and incentives for hiring young people. These can be an affordable, low-risk way of adding high-quality young talent to your organization. If you’re not familiar with what’s available in terms of wage subsidies and tax credits, please see this government page regarding wage subsidies and tax credits for employers.

Screening potential interns: a new take on the hiring process

Once you’ve decided to bring one or more interns on board, you’ll need to screen for those who are the right fit. This is a subtle and demanding process.

  • By definition, most young engineers are just starting out in the corporate world. Their passions are demonstrated through teams, clubs, activities, and passion projects. You need to take those into consideration when you look at their qualifications.
  • You need to prioritize attitude over aptitude. A young engineer may look great on paper, but still lack what it takes to be a positive contributor to your company. At enginehire, we’ve heard multiple companies tell us that interns who are positive, flexible, and adaptable make the best long-term employees. Interns are often assigned to the tasks that other employees don’t want. Seeing how the intern responds—“No problem, I’m here to do whatever you need,” versus “That’s not what I was expecting to be asked to do” gives you great data about whether to bring the person on in a full-time role.

Engineering interns offer your company various other advantages. They’re energetic, willing to work hard, and eager to learn. They’re not constrained by a mindset that, “This is the way we do it, because this is the way we’ve always done it.” They can infuse your company with new ideas and fresh perspectives. We’ve seen short-term interns contribute significantly to the success of engineering companies across multiple domains, and we’d love to help you connect with your next young engineer.

enginehire – hiring re-engineered.

1855 775 4473 | info@enginehire.ca

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