What do you do if your intern lacks the key qualities to stand out in Global Talent Acquisition?

Start by identifying the key qualities and skills that the intern seems to be lacking. These might include cultural awareness, communication skills, strategic thinking, adaptability, or technical skills relevant to talent acquisition.

When you are hiring an Intern it's obvious that he will be lacking Job specific skills. We need to have a time bond plan, so that he would learn the necessary skills. On job training I always feel is the best to develop the key skills. We will access and give the constructive feedback. But more important according to me is - what is that intern wants to learn and excel in. The channel of communication should always be kept open for the Intern so that the exercise is fruitful.

Once the areas for improvement are identified, set clear, achievable objectives for the intern. Outline what success looks like for each objective and establish a timeline for achieving them.

The intern itself reflects they are with empty skills and knowledge. We have to show them the path. We need to make them learn and make them show the reality of Talent acquisition. They have to be groomed.

Offer regular, constructive feedback in a supportive and positive manner. Highlight what the intern is doing well alongside areas where improvement is needed, providing specific examples and actionable advice.

Facilitate opportunities for the intern to develop their skills. This could include online courses, workshops, or shadowing experienced team members. Encourage participation in webinars or industry networking events relevant to global talent acquisition.

In global talent acquisition, understanding and appreciating cultural differences is crucial. Encourage the intern to research and learn about the cultures they’ll encounter in their role. This can be through formal training or more informal methods like engaging with diverse communities or consuming international media.

Pair the intern with a mentor who excels in the areas they need to improve. Peer support can also be valuable; consider involving them in team projects where they can learn from more experienced colleagues.

If an intern isn't meeting expectations in Global Talent Acquisition, offer feedback, trainings (the most important thing to do) , mentors, clear goals, real-world experience, and ongoing support to help them improve and stand out.

Let's start with the fact interns do not need to stand out when it comes to key qualities in GTA. Internship serves the purpose of learning, and gaining experience but also as a reality check. Not everyone will find their career path in global recruitment. To those determined but struggling with adaptation in this profession: honest feedback, clear learning and development path, strong mentoring, and reflection to support them in making the right decision about their career path.