Universities, in compliance to the standards set by a national body for education, would require their students to undergo a temporary job experience in an actual company or institution for a minimum number of hours. As a business company, you may then receive recommendation letters from college deans or professors stating their intent to have their students trained under your leadership. This may then be an additional task often thought as among those untimely burdens in the summer. Nonetheless, if you have learned enough from the management courses conducted in your area, you know you have quite a major responsibility to fulfill rather than to escape.
In order to make the first "mock" job experience of your student-applicants meaningful, you will have to treat them simply professionally, i.e. as if they are already fresh graduates, really intending to apply for the company. If you can maintain your professionalism in handling the students, you will then find the task so much easier, while the students will find the immersion challenging. They will love it, anyway.
To break that professional handling down to a checklist of doable objects, you should then begin by letting the human resource department take care of the student applications and recommendation letters. The screening process may then be redesigned by the department to suit the level of the students, but with standards of still a high level in order to make them feel this isn't something they can take on too easily. An examination and/or an interview may then be conducted for the applicants in order to sort out for the company entrance only those who would not bring an additional burden to the busy company.
Other regular steps for regular applicants should then be undergone by the students, as well. Orientations, tours around and in the company buildings, assignment of daily time record accounts, company forums and even resident leadership development courses--all these should be experienced by the students in immersion.
Of course, proper tasking must also be laid on their backs, depending on their courses. Those who are taking up business administration, for instance, must then be immersed in management consulting tasks. Companies have often made this a trend among business students so they don't get shocked in their actual jobs.
Lastly, the company must be willing to allocate a wage budget for student-trainees. Part of the lessons which can be learned from leadership development programs is this thing called monetary allocation according to contribution. Since student-trainees become part of the working body even just for a limited period, they still are a human resource that needs to be compensated financially. That compensation would then serve a seal for their first job experience in your company.
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The author blogs about management courses and other leadership courses at http://www.docstoc.com/profile/peilsteffan
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