Trainees. How to create a worthwhile and supportive trainee program

Transcription

1 Trainees How to create a worthwhile and supportive trainee program Trainee programs connect companies and increase the attractiveness of the employers among young, talented people. But the best possible support requires more than just an attractive job.

2 2 Create a supportive environment for your trainees Trainee programs strengthen loyalty and increase the attractiveness of employers among young, talented individuals. According to a 2015 Kienbaum survey, 46 percent of graduates would like to join a company as part of a trainee program.

3 3 Fehlende Papiere können die Einreise verhindern What makes a trainee program interesting? This question concern trainees as well as companies themselves. While there are no legally prescribed standards of what a "trainee program" should look like, HR departments should give substantial thought to how such a program is designed. Nothing should be left to chance when introducing a trainee program. Before establishing training guidelines and performance criteria, another question arises:

4 4 Where do I find qualified trainees? According to a study by the career network squeaker.net, corporate culture is the most important factor in employer selection, closely followed by career opportunities and the work-life balance. This is where employer branding plays an important role. Your company should present itself as an attractive employer through targeted marketing measures and distinguish itself from its competitors. Companies should also promote their brand exactly where graduates find out about potential employers and their career opportunities. In addition to their own company website and job fairs, career platforms such as squeaker.net offer companies the opportunity to introduce themselves to young talents while simultaneously benefiting from a high-quality network, insider knowledge, and high-quality applications. With more than 150,000 registered academics, companies can find top-notch students and graduates looking for an attractive employer.

5 5 How to a measure performance of my trainees? A detailed description of your trainee program should be available even before the first job interviews. Early in-house planning is just as important as the presentation of a well-structured trainee program. This leaves a professional impression on the applicant during the interview. Please note the following contents: 1. Duration: The trainee program should last at least twelve months and a maximum of 24 months, giving the trainee sufficient time to gain a comprehensive insight into the company. 2. Salary: A trainee should be earning no less than a direct entrant with the same qualifications. 3. Defining career goals: Show the short and medium-term career opportunities within the company. 4. Development plan: Create an exact itinerary for when the trainee is in a particular department, which learning goals can be achieved, and define a contact person on site. This way, your trainee will get to know various departments. 5. Responsibility: Assign responsibilities to your trainee at an early stage through their own projects. Only then can you determine whether the trainee grows with his or her tasks. 6. Internationality: If possible, offer your trainee the opportunity to get to know your company's other branches at home and abroad. Again, this program should be well organized, furnished accommodation should be provided, and a local contact appointed.

6 6 How to a measure performance of my trainees? (Cont.) 7. Further training: Promote the professional and personal development of the trainee through business English courses, conferences, coaching and additional training opportunities. 8 Networking: The organization of trainee or alumni meetings enables your trainee to exchange experiences with like-minded people. 9. Mentoring: An appointed mentor should support the trainee throughout the traineeship to ensure the quality of the program. Former trainees are ideal mentors. 10. Additional benefits: Whether it's a company retirement plan, holiday and Christmas bonuses, company cars, company mobile phones, discounts for the cafeteria, or employee discounts--additional benefits motivate and make the employer even more attractive. 11. Finding accommodation: Especially for trainees from other cities or even abroad, finding accommodation be can be stressful. The company can support them here before the program even begins. As the housing market is tough, especially in large cities, a renting a furnished apartment is a practical choice. The entire booking process can be handled online via portals such as Homelike. Since Homelike only works with professional landlords, a proper invoice and a legally binding lease contract are guaranteed. With a company account, can even issue a corporate guarantee in lieu of a security deposit. With your help in finding accommodation, you'll ensure the trainee is able to concentrate on his or her job from day one. 12. Evaluation: Conduct interviews and feedback sessions with the trainee to evaluate practical skills, comprehensibility of the learning objectives, professional competence, and rhetoric. All employees with whom the trainee works, such as managers or colleagues, can also evaluate the performance.

7 7 5 About Homelike Homelike () is an online booking platform which offers furnished business apartments with rental periods of one month or more for the B2B sector. The company was founded in December 2014 by the managing directors Dustin Figge and Christoph Kasper. Homelike's portfolio includes furnished apartments in all sizes, as well as serviced apartments and boarding houses. Homelike currently offers more than 30,000 furnished apartments in more than 50 cities in Germany, Austria, Switzerland and Great Britain, and is continuously expanding its presence. On its platform, Homelike brings the entire rental process online and connects the real estate and business travel sectors on a new market-leading and digital portal.