{"id":8428,"date":"2016-07-28T08:53:53","date_gmt":"2016-07-28T08:53:53","guid":{"rendered":"https:\/\/keblog.demoapp.xyz\/?p=8428"},"modified":"2022-10-19T03:45:59","modified_gmt":"2022-10-19T03:45:59","slug":"the-interview-format-you-need-to-screen-the-best-interns-from-the-worst","status":"publish","type":"post","link":"https:\/\/neo-blog.kalibrr.com\/blog\/id\/the-interview-format-you-need-to-screen-the-best-interns-from-the-worst","title":{"rendered":"The Interview Format You Need to Screen the Best Interns (From the Worst)"},"content":{"rendered":"

Hiring interns<\/a><\/strong>\u00a0is a very calculated risk. A good intern helps your employees deal with overbearing workloads and bring in a\u00a0fresh new perspective<\/a><\/strong>, while a bad one will only give your team more work. An internship is a mutually beneficial arrangement, where interns provide their service in exchange for the experiences a company can give.<\/p>\n

For the company, it is integral that they get the best interns that will not only be able to help the company now, but can be potential assets in the future. To do this, there is a right way to screen the right interns when you get around to interviewing them. Interviewing interns is a bit different since they won\u2019t be permanent fixtures in your company.<\/p>\n

What you do need to know is if they\u2019ll be able to provide the certain skills you’re looking for. Interns are harder to screen as they have had less time to develop relevant experiences and skills, so your job is to find a way to get the best interns with the limited information they have. Here\u2019s a format we\u2019ve prepared to help you screen the best interns from the bad ones:<\/p>\n

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TOPICS<\/p>\n