Hiring Your Intern After Their Internship

Now that your intern's internship is coming to an end, you may be considering hiring them as a permanent employee.

Doing this as opposed to performing a cold hire could be advantageous to your company as it leads to faster onboarding, reduced retention costs, and higher retention rates.

Here are some tips on how to navigate gauging your intern's interest, hiring a remote international employee, and starting the position.

Remember to use your HR and legal team as support during this time.

Gauging Your Intern’s Interest

You don’t want to overwhelm your intern with too much information or pressure.

Simply:

• Highlight what a terrific addition they have been to the company.

• Mention that there is a permanent position that they would be suited for.

• Explain the role and responsibilities.

• Ask them if they would be interested.

• Offer space for questions and contemplation.

Pro-tip: Young talent value growth opportunities, work-life balance, and competitive compensation. Ensure that you have these to really sell the position.

Hiring A Remote International Employee

If you wish to hire a remote international employee, you should consider:

• The laws and regulations in the country where the remote employee will be working, including tax laws, employment laws, and data privacy regulations.

• Whether the employee has the legal right to work in the country where they are based including work visa or other work authorization documents

• The appropriate compensation and benefits package for remote international employees, taking into account the local cost of living and other factors.

Pro-tip: You can find out the above information from your legal team, HR, local laws, your intern, and international payroll providers.

Starting the position

Once the offer has been accepted, and the contract has been signed, you can start your new permanent employee in their position.

Luckily, they’ve been with you and the company for some time now. This means they know the company culture, systems, and team dynamics.

Since this is a new position, however, you should:

• Introduce them to any new tools required

• Establish their responsibilities and your expectations

• Define their new day-to-day activities

• Re-introduce them to the company within their new position