In this series, we’re covering six of the most pressing challenges facing campus recruiters right now. Stay tuned as we release a new post each week!

Scenario: You’ve just made a new hire. On paper, this person looked perfect for the role—a degree from a prestigious university, a high GPA, a resume stacked with impressive accomplishments. This person shined throughout the interview process, and the chemistry just felt right. And the case study you assigned them? They knocked it out of the park. 

But a few months later, you find that this person is not the right fit for the role, or they decide that the company is not the right fit for them. These scenarios are more common than you might think: 46% of newly-hired employees leave a position within 18 months. For recent graduates, the figure climbs to 55.3%. 

Hiring the wrong candidate is costly for employers: NACE reports that the average cost-per-hire sits around $6,110. Factor in the time lost by both the employer and candidate, and it’s a lose-lose situation for everyone involved. 

In lieu of relying on traditional hiring signals (many of which have been proven to be ineffective predictors of success) and time-consuming methods, Micro-Internships help employers assess potential employees—and in turn, allow candidates to evaluate their potential employer. Here’s how. 

Assessing core skills

While resumes and interviews offer insights into a candidate's education and experience, they don’t necessarily reflect core skills and growth potential. Micro-Internships allow companies to observe candidates in action, witnessing their creativity, adaptability, and hands-on capabilities. This firsthand experience provides a more comprehensive understanding of a candidate's potential to contribute to the organization's success. 

Read about how this Vice President of Operations used a Micro-Internship to assess core skills—ultimately leading to her next full-time hire. 

Testing cultural fit

Ensuring that a candidate aligns with the company's values, mission, and work environment is crucial for a harmonious and productive team. Micro-Internships allow employers to observe how well a candidate fits into the existing culture. Are they able to seamlessly collaborate with team members? Do they demonstrate shared values and beliefs? Answering these questions during the Micro-Internship helps identify individuals who can easily integrate into the company's work culture.

See how this student was able to assess company culture through her Micro-Internship.

Evaluating cultural add

While cultural fit is essential, companies increasingly recognize the value of cultural add— the unique perspectives and diverse experiences that a candidate brings to the table. Embracing candidates with different backgrounds can enhance innovation, creativity, and problem-solving within the organization. Micro-Internships offer a chance to assess not only how well a candidate fits the existing culture but also how their unique attributes can enrich and diversify the workplace.

Here’s how Micro-Internships help employers diversify their candidate pool.

Demonstrating motivation

Participating in a Micro-Internship demonstrates a candidate's motivation and genuine interest in the company's mission and projects. Those willing to invest time and effort in a short-term opportunity show their dedication and enthusiasm for the role. Whether the candidate showcases alignment with the current culture or brings a fresh perspective, their proactive approach during the Micro-Internship reflects their drive to contribute positively to the company's growth.

See how one student applied skills from the classroom to real-world projects.

Reducing cost-per-hire and saving time

Traditional internships and hiring processes can be resource-intensive. Micro-Internships offer a streamlined and efficient method of talent assessment. Companies can set specific project goals and assess candidates based on their performance in completing these tasks. Moreover, Micro-Internships can be offered throughout the year, creating a continuous pipeline of potential talent, both culturally aligned and culturally additive. 

Read one story of how a medical device company used Micro-Internships to find their next great hires, while cutting down on cost-per-hire and saving time. 

Micro-Internships provide companies with a multifaceted platform to evaluate candidates beyond traditional methods. By assessing practical skills, cultural fit, and cultural add, employers gain a holistic understanding of a candidate's potential to contribute to the organization by assessing practical skills, cultural fit, and cultural add. This approach to talent assessment not only ensures that the right skills are matched with the right roles, but also fosters a diverse and inclusive work environment.

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