What are the internship methods?

1. Long-term/short-term interns who will not be used:

For example, a company just bought a product and intends to put it into the market as soon as possible, but the marketing department of the company needs to price the product, and most of the employees in this department are from business backgrounds, so they are sensitive enough to market data, but because they don't know enough about product technology, they don't know enough about the actual value of product parameter configuration.

Therefore, several technical talents are needed to cooperate in pricing, and the demand for such technical talents is only three to six months, so the company will announce the recruitment of interns, and such interns are often unable to stay.

2. Long-term/short-term interns that can be retained:

For example, a position in a company is vacant due to personnel transfer, and manpower is urgently needed to supplement it. However, if it is risky to recruit a full-time employee directly, recruit people with related majors in the form of interns. After three to six months of work, interns will be retained if there is a high degree of job matching. If the matching degree between people and posts is low, recruit new interns after the expiration of the internship period until a suitable person is found.

The recruitment of the first two types of interns is not necessarily only for students or fresh graduates, but generally only for people living in the local area.

3, junior summer intern:

This kind of intern recruitment is most concerned by job seekers. Summer interns are often the "early batch" of company recruitment in autumn. For example, some companies will send special recruitment teams to key universities all over the country from March to June every year.

For junior students in the next semester, the written test and interview will be organized, and the recruitment process and principles will basically follow the standards of autumn recruitment. After the summer internship, the company will decide the proportion of retained interns according to the personnel demand, and ensure that the retained interns can directly issue the Offer. If you are hired and retained by the company as a summer intern, you don't have to take part in the cruel autumn trick.

4, senior winter interns:

Some companies will also recruit winter vacation interns before the spring recruitment, and decide whether to retain them according to the demand, and retain them to directly issue Offer.

There is also a rare recruitment method, which is not to recruit interns in essence, but called "pre-development" or "career setting sail".

For example, in March and April every year, some companies will recruit juniors on a large scale according to the procedures and standards of autumn recruitment, which is a bit like summer interns. The difference is that they don't have to attend summer internships, but attend the induction training provided by the company in advance.