Case Study:
My Experience as an HR While Dealing with Interns 🌟
As an HR professional, I have witnessed various attitudes and approaches Interns bring to their roles. While some excel in making the most of the opportunity, others fail to value the Internship, which can ultimately affect their career growth. This case study highlights a common issue faced by organizations and Managers: lack of dedication from Interns.
BOOK BY : Shrishty Sharma, MASTERING-HUMAN-RESOURCES-START-UPS-Excellence
The Common Challenge
Many Interns, after being selected, tend to treat Internships as a mere formality rather than a learning experience. They often expect Managers, Team leaders, or seniors to adjust their schedules to accommodate the Interns’ convenience. This behavior is unprofessional, as Managers allocate specific time slots for training and tasks from their busy schedules.
Unfortunately, these Interns approach their responsibilities with a "get it done quickly" mindset, prioritizing certificates over learning. This not only diminishes the essence of the Internship but also hampers their chances of getting a good recommendation or even being absorbed into the company.
A Hypothetical Scenario: Ariel’s Internship Experience
Background: Ariel, a final-year student, was selected for a three-month Internship at a reputable marketing firm. She was thrilled to add this experience to her resume and eagerly accepted the offer.
Initial Enthusiasm: During the onboarding session, Ariel seemed enthusiastic and assured her Manager that she could dedicate 4 hours daily to her Internship tasks. The HR Team briefed her about the expectations:
Professionalism and punctuality
Active participation in Meetings
Timely submission of assignments
The Shift in Behavior:
After the first two weeks, Ariel’s behavior started to change.
Inconsistent Attendance: She often skipped scheduled Meetings, citing personal commitments.
Minimal Effort: Instead of focusing on learning and understanding her tasks, she aimed to complete assignments as quickly as possible, often delivering substandard work.
Communication Issues: Ariel rarely responded to emails on time and missed deadlines without prior notice.
Impact on the Team:
Manager’s Perspective: Ariel’s lack of dedication wasted the Manager’s time, which had been allocated for mentoring and guidance.
Team Dynamics: Other Interns who were more dedicated felt demotivated when Ariel was given second chances.
The Outcome:
By the end of the Internship, Ariel had learned very little and left a poor impression on her Manager and colleagues. When approached for a recommendation during her background check, the HR Team had to provide honest feedback, highlighting her lack of professionalism and commitment.
Key Takeaways for Interns
Professionalism Matters: Respect the time and effort your mentors dedicate to training you.
Internships are Learning Platforms: Focus on acquiring skills, improving communication, and building networks rather than just collecting certificates.
Commit to Your Responsibilities: Ensure you have sufficient time and energy to dedicate to the Internship. Avoid overcommitting.
Build a Strong Foundation: A positive Internship experience can lead to job offers and glowing recommendations, while a poor attitude can harm your career prospects.
Internships are golden opportunities to develop real-world skills and grow as a professional. As HR professionals, we value dedication and enthusiasm. For Interns, treating an Internship as a stepping stone rather than a formality can open doors to a bright future.
Let Ariel’s example serve as a reminder to take your Internships seriously, respect your responsibilities, and give your best effort to leave a lasting impression.
Shrishty Sharma
Manager HR/ Author
Asiatic International Corp
Shrishty@Flying-Crews.com
Shrishty@AsiaticIncorp.com
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