JobBridge could only work if…

With JobBridge in the news again I couldn’t resist not to clearly put myself in the ranks of those who are against it. Not like the Socialist Pary members like Paul Murphy MEP who writes JobBridge to nowhere! (I like the article!), but quite close to it. The internship scheme is a good idea and could work quite well if done right. The one we have today is very, very far from it. It is no surprise it is causing such all this troubles for the government, with majority of people expressing themselves unusually vocally about it. And majority of the votes are the NO votes for the national internship programme.

The internship programme could actually work well. If… If the rules are set right. Imagine that a company can ONLY get an intern if the intern will be doing exactly what the company specialises in, and if the intern will learn skills during the internship that will make him the very attractive hire for the same company he got internship from? To put this in the real life example the rules should look somewhat like this:

1. No internships for the jobs that are paid minimum wage (by that same company). Why? The government has a chance to get unemployed placed in the job and it should aim highest possible paid ones.
2. Internship can be offered where the work performed is one of the core skills of the company. A marketing company can have a marketing intern, not a web designer. A web design company can have a web designer as an intern, not a marketing person. Why? Simply because the internship is there for the intern to learn.
3. Strictly no receptionist, admin, PA, and similar internships.
4. A company must provide a Mentor for the intern. Such a mentor should prove he/she will dedicate 10% of the working time to the Intern for the training. A mentor must be a senior staff member (in years of experience) and have the skills relevant to the internship.

The internship should be the exactly the same as the initial training a new hire gets in the first few months on the job. It would give the company the extended period to test and try the intern before they make a hire. A trained intern after 6 months of the internship should be a far more interesting hire than a new candidate, since the company has already invested in the intern who is ready to start the work immediately (or has been doing it for the months already).

Wouldn’t this make far more sense than the Internship programme we have today?

For Hire: Recruiter On Demand!

A company is hiring a blogger / social media person. Senior management have spent a lot of time defining the position. They couldn’t really make up their mind if that is a web (hence IT) position or a marketing position. Number of different people contributed to the job specification. The required skills list had 50 items. From various program languages, sys admin, and db admin skills, to B2B and B2C, and B2B2C marketing skills. There was of course a lot of Photoshop, Flash and Action Script as well. And PPC. And people management. And CSS.

Their company HR have shortlisted the top 5 candidates, and interviewed them. 4 of them got sent to the next stage with the Managing Director (they are serious about his position!). The managing director is an accountant by profession. He doesn’t understand more than a half of the abbreviations used in the Job specification. As did the HR personnel (none of the skills required for this position are the core skills for the company average employee).

Fortunately the MD is smart enough to realise: How are we to hire someone when we know nothing about what that person should be doing? How are we to determine if one or the other is better or worse between the last few candidates? How to include professionalism as opposed of the ‘Blink Effect’ and just hire the one we like the most as a person?

01 440 1900 rings.

The HR Manager explains the situation. They need a blogger. And a Facebook, Twitter, LinkedIn and (the list was long here) person. And PPC management. And much more. Jet there is no one in the company competent enough to interview a candidate. So they get an idea. To hire a Recruiter. A Social Recruiter. A blogger, a Twitter, a LinkedIn, a Ning,… advanced user – specialist. They need someone to interview the shortlisted candidates and make the professional decision – who is the best match for the company?

How do you hire a blogger today, if you yourself never wrote a single blog post yourself? Or perhaps never even read one?

ADVERTISEMENT: Call 01 440 1900 Today for your Irish Social Media Recruiter – we will help you choose the best candidate for your company!