In this article we describe why recruiting and headhunting the right a-player for your team is so important. But how do you recruit an intern who barely has any experience at companies? What makes an intern motivated at your company and how can you trigger him to stay motivated? These are all questions that I will answer in this article.

 

Education VS. Soft Skills

Richard Branson, founder and owner of Virgin Group, achieved many failures and successes. Richard became successful with his company Virgin Records. However, with the record industry being the first one, he entered and successfully competed in several industries, such as telecommunications, airlines and even space travel. Richard is able to achieve everything with his talent and ambition. However, he failed early on as he was kicked out of school when he was 16 years old! His academic performances were poor, since his dyslexia was a large struggle for him to stay motivated. By being a billionaire today, he shows the world that achieving business goals are not requiring high education and academic performances.

This example shows that education can be misleading in recruitment. Real talent, like Richard Branson’s, didn’t show up on his resume. Soft skills like entrepreneurial, proactive and dedication can be more beneficial to companies than their education. Still, education can provide a basis of knowledge of a certain field, but if the soft skills are not matching the position, this knowledge is useless. If you hire someone that needs to fulfill a highly technical positions, you could recruit and headhunt on hard skills, but wouldn’t it be more beneficial to hire someone who has the soft skill of eagerness to learn? This person would learn how to fulfill this technical position and can even go beyond it. Don’t get me wrong, hard skills are important, but soft skills are at least as important.

Values and Vision

As described in our articleWhy Current Recruitment Agencies and Social Media Recruitment Kills Talent’, we explained the a-player principle. Here we describe how important it is to have employees that share the company values. These employees are triggered by values, rather than compensation or other benefits. These employees are motivated because they do what they believe in and find it important. When their vision is also in-line with the company’s, they even try to make the same difference in the world as the company does. This is of great importance in an employee. You can still train them and teach them hard skills, but employees go the extra mile because of shared visions and values, are highly valuable.

Additionally, their retention rate is higher because they care less about inequalities in salaries amongst their co-workers, don’t seek conflicts and discussion about topics that are not important for achieving the company goals. With people in your team that value the company’s goals and vision, you are ahead of competitors and you create mutual achievements, both for your employees as your company.

 

Experience VS. Own Initiatives

Many companies take experience at other companies very seriously. However, when hiring an intern, these experiences are usually for a short period. Many resumes we see at Nimble are including internships for maximum five months and side-jobs during the studies of the intern. In case you are looking for someone that really contributes to your company, we would advise to carefully look at what these students initiate themselves. What projects do they run when they have free time? What do they like to change in the world when they are not committed to education or work which they only use for paying their university? The questions answer what their values and visions are. For finding your A-intern you will have to look at a deep level.