So did anyone else hear about TWG members being told last week to find another job because their jobs will be moving overseas? Plus, there is the group of classic Interact team members on the tech side who are also getting cut if they aren't assigned to DW. Tip-toeing around the office hoping no one notices me so I don't get the ax!
Read at @aoqe+13gcvhNJ.
I’ve mentored interns for many years now and I can tell you that the conversion number for the US quoted is false. I believe offers are made to about 25% of the interns, I’m not sure on the final number that start per year but it’s 10-20 per year in the US and seems to be increasing every year. I see many of them around the office and they are excited to be back after they graduate. Something else to keep in mind, not all interns are graduating right after they intern, many come back and intern again and again and then convert.
I know the team that works on interns, there are not two people committed to these efforts solely. They work on a bunch of other stuff including orientation and one of them recruited on my full time hires. I’ve worked at other successful tech companies, they all have robust intern and new grad hiring programs with a team of people. From what I can tell, our investment is rather small and low risk.
To be clear, the 1 hire was out of all interns, in all BU’s in the US...not for only 1 BU.
“The intern process gives us time to "try before you buy" and we can hire them very cheaply for a US employee.” This is a great theory. However, look at the historical data of how many interns in the US have been hired. I’ve actually had this conversation with one of the 2 People who do the hiring for the US intern program. Out of the 4-5 years JK has been working with the intern program, she told me only ONE intern has been hired after they graduated and an offer was made to one other former intern who declined for a better offer. I don’t know how many interns are hired each year in the US. But with offers having been made to 2 people, only 1 accepted, the “success” rate of “try before you buy” is less than 1%.
Is the “PR” value of having an internship program (2 employee’s T&E recruiting trips to multiple universities along with tchotchke items they give out, intern salaries, multiple meals and entertainment throughout the summer, tons of company branded stuff) more valuable than keeping a critical resource? It would be hard to argue the productivity of an intern is comparable to a full-time employee.
Interns are great when times aren’t lean. But if you know you’re going to have to cut headcount, why not start with not hiring interns in exchange for retaining full-time employees?
(India and Poland are different . Interns in India have to be guaranteed conversion to a regular employee at the end of the internship).
Interns, no experience with design/coding/testing/analysis/release management/SDLC/customer support, but we'll throw them right into the "Senior Principal" badge if the right demographics apply.
Actually, we have a soft mandate to hire about 75% of interns. The intern process gives us time to "try before you buy" and we can hire them very cheaply for a US employee. Other benefits, little vacation time to start with, eager to please, low usage of insurance benefits.
We should all be familiar with the Sabre Way by now.
Layoff
Freeze
Hire
Rinse and Repeat
Sure, about the only jobs available are interns so good luck with finding “another job in Sabre.” WTH are they even hiring interns in the US? It’s not like any previous interns have actually come back to be hired after they graduate, they are all one-and-done after the summer. And even if they wanted to come work for S after graduating there won’t be any jobs in the future for them to be hired into since jobs are moving overseas. Why not put the intern budget towards keeping a couple of critical positions instead? Then you can also get rid of the 2 people whose full-time job is to hire the interns, entertain them a couple of months, then sit on their arses the rest of the year. There - I just saved jobs for about 4 critical people - it’s really not that hard so I don’t get why finance and people can’t figure this out.
It is TRUE. Employees asked to seek other jobs within Sabre. Managers ordered to freeze ALL hiring. Good Luck with that.
Yes.