Why do foreign companies like to recruit interns?

1. There are tasks that regular employees are unwilling to do but have to do.

IT is going to upgrade the system for the entire company, and PR needs to translate employees’ feelings into English for foreign executives to read. Well, FIN needs to do the year-end settlement and post invoices, HR needs to change the system and copy and paste, etc. It is okay for regular employees to do it, but are they willing? Are you free? Is it necessary to find a regular employee for these tasks? Is it necessary to spend a lot of money to hire a professional service company? With interns, managers no longer have to worry about these small problems :-D, especially when a big project starts, it is very cost-effective to find an intern.

2. When there is a vacancy but no one who meets the requirements can be recruited for a while

In this situation, the interns will eagerly hope that they can be the top, but in fact very few do. The reason is that after careful consideration, the leadership manager decided to recruit an intern to temporarily do support work (although you may have filled out reports, done research, and written reports and felt that you "really learned a lot", these are really only basic support for the team) Work = =) Maybe later I decided to promote internally/recruit experienced people, etc. Naturally, the interns are no longer needed. After all, there are expenses...

3. Retention

This question once made me extremely entangled... Thinking about it carefully, in order to meet their own work needs, promote their social responsibility, prepare for campus recruitment propaganda offensive, etc., foreign companies will indeed "reserve" some retention plans. As an intern, of course there are several conditions for this

1) Your performance should be at least "no problem" and preferably "very good". In fact, your bosses will see any small mistakes and progress you make. Keep it in your eyes and in your heart...

2) You have been interning for enough time and are willing to continue. Let me explain that most interns ask to leave after three or four months, and some come just to add luster to their resumes...

3) Department personnel planning/funding There are no major changes to plans. It is actually quite difficult to maintain this condition from the beginning of your internship to the negotiation of retention. It may change due to a meeting, a project, or even a piece of industry news... When your boss and colleagues open up to you like old friends... I won’t say more without tears...

4. Salary

Is the salary of an internship in a foreign company considered high? The 100-120/day paid by conscientious foreign companies in Shanghai is only two or three thousand a month, which is considered good. It’s hard to live without one or two meals at 30-60/day from foreign banks! Wo also did an internship in the consulting industry where the hourly salary was 20, 30, and double the salary with overtime. In one month, he could earn 5,000 yuan after tax, but the monthly salary of the regular employee who had just graduated was 2,000 yuan. . . In fact, internship wages are based on the company's standard operating procedures. I guess the salary department also considered market/tax issues when formulating the plan. However, I don't think you can guarantee the salary or retention of a wool intern! Of course, "I don't ask for salary, please give me a chance to learn!" This kind of thing is not included in the discussion. . .

In general, although I don’t want to call interns “cheap labor”, interns are indeed a win-win and cost-effective way of employing people. They work well at a low price and are motivated. OK! Besides, labor contracts now start at three years, and the longest probation period can only be half a year. Which company wouldn’t want an internship that allows you to return or exchange goods at any time and find famous college students?