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Interns and Internships (Comprehensive) PowerPoint Presentation 133 slides wi...Andrew Schwartz
PowerPoint Presentation Content Slides Include:
• Definition/s of an intern/internship
• Learning objectives of this presentation
• Etymology of interns and internships
• Overview of the legality of taking on interns
• Various ways to compensate interns (10 slides)
• How to recruit interns (26 slides)
o Recruitment methods (15 points)
• Screening and selection of interns (23 slides)
o What to(and what not) to look for in candidates (8 points)
o Interviewing candidates (13 points)
o Making the final selection (6 points)
• How to get the most out of your interns (13 slides)
o Do’s and don’ts (11 points)
o What to discuss with new interns (14 points)
• Screening and selecting volunteers (11 slides)
o Building an application (3 slides)
o Conducting interviews (5 slides)
• Supervision and evaluation (16 slides)
o Supervision and work styles (11 points)
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July 2016 STRATEGIC FINANCE 17 Career Center’s Ten Tip.docxcroysierkathey
July 2016 / STRATEGIC FINANCE / 17
Career Center’s Ten Tips for
Job Search Success lists
strong ethics as the num-
ber one most desirable
characteristic, advising
candidates to “be honest
with employers. This
includes your online pro-
file, résumé, and cover let-
ter. Honesty is integral
during the interviewing
and job offer process.”
IDENTIFYING INTEGRITY
IN A CANDIDATE
As in past years, JPI hiring
managers say the conversa-
tional interview format still
ranks as the most common
method for assess ing can-
didates, with 73% reporting
that they use the method.
Thus, inter view skills that
demonstrate honesty and
integrity are critical to an
applicant’s success. Hon-
tant trait for applicants at
all experience levels. Re-
spondents suggested they
were most concerned with
honesty, having received
falsified résumés or having
been lied to about a candi-
date’s background in the
past. A strong work ethic,
self-motivation, and ac-
countability follow integrity
in importance for entry or
mid-level positions.
For senior-level posi-
tions, the characteristic of
accountability ranked high,
while abilities to make de-
cisions and solve problems
were next in importance.
Hiring managers didn’t as-
sign as much importance
to higher-order traits of
strategic perspective, busi-
ness acumen, and global
competence as prior-year
respondents did.
DePaul University
The report concludes
that “hiring managers are
able to find valuable skills
and traits more easily than
in prior years.”
INTEGRITY IS MOST
IMPORTANT
This year’s JPI report shows
that character traits rank
higher than job skills. Pre-
vious years’ surveys indi-
cated that it was essential
for all candidates to have
integrity, but in 2015, in-
tegrity was the most impor-
ETHICS
HIRING ETHICAL
EMPLOYEES
Hiring managers are increasingly
prioritizing ethics-related character
traits, such as integrity and accounta-
bility, when evaluating job candidates.
BY CURTIS C. VERSCHOOR, CMA, CPA
FOR THE PAST SIX YEARS, the Ca-reer Advisory Board ofDeVry University has stud-ied the gaps between traitsand skills that employersare looking for in job candi-dates and the actual charac-teristics possessed by the
applicants they meet. The 2015 Job Prepared-
ness Indicator (JPI) surveyed 503 full-time hir-
ing managers who screen and hire applicants
with at least a college education.
esty in portraying a specific
desirable outcome that re-
sulted from a team effort is
a better approach than list-
ing achievements on a ré-
sumé to emphasize
single-handed accomplish-
ments. For example, the
statement, “Working to-
gether with IT, my depart-
ment was able to speed
monthly closing time by
three days” is preferable to
“I was able to shorten
monthly closing by three
days.”
Pre-employment tests
are used by 37% of JPI re-
spondents and are available
for a number of attributes,
including integrity. The
provider of one of the in-
tegrity tests notes they are
used “to evaluate an appli-
cant’s honesty and trust-
worth ...
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