Extended search
Many enterprises almost exclusively employ "familiar faces". They catch their academic junior staff directly from the lecture hall and train them with specific programs. The working students work practically orientated and on their own.The young man was absolutely fit for use - easy to get along with, pragmatic, and nobody's fool. Nevertheless, Matthias Ferstl (27) had to toil together with the BMW workers at the assembly line. His university of applied science stipulates handicraft activities in the first internship. "It's logical" thinks Matthias. Those who want to control plants for building cars have to know the processes in the assembly shop.
After a short time only the student made smart suggestions for improvements. His team leader was impressed, and Matthias received a recommendation for the development program "Fastlane". "The internship was a great thrust of motivation", he said. It became clear to me that there is a real use for university knowledge. By "Fastlane" Matthias managed to get on the fast track to a career and was promoted and challenged by BMW. During his studies everything was open to the working student. He assumed responsibility and got his own project: Making an adhesive system for side windows suitable for series production.
"We take money for that into our hands."
At present there are about 150 prospective academics in the BMW development program. "We want to tie interesting people and take also money for that into the hand," says Martina Hatzel, press spokeswoman of BMW. "About three quarters of them will find employment within
the enterprise later on. But there is, however, not any guarantee." The so-called elite development programs and those which constitute ties to the company offer the students a great opportunity. More and more companies already select their junior staff, when they just
leave the universities in order to win the so-called high potentials. Two thirds of the enterprises interviewed in a study by McKinsey and e-follows.net take students as interns before their main course, whom they normally will prefer when they hire new employees. "Meanwhile
almost all DAX companies have development programs," says Robert Manger from the personnel department of Rohde & Schwarz, a leading provider of communication and measurement technology in Munich. Manger (25) studied business economics at the university of applied sciences
in Erfurt. There he wrote a dissertation submitted for a diploma about the recruiting system of Rohde & Schwarz. His own experience as an intern became part of it. With success: Manger ended up in the junior staff net of the company.Talents shall be tied closely to the enterprise by the internet offer "c@rus" (Campus at Rohde und Schwarz). Online c@rus-students can riffle through topical dissertations, seminar documentation or studies, exclusively and password protected. "We have between 70 and 90 interns per annum, and parallel to that about 35 to 40 dissertations to be submitted for diploma. This creates a potential of about 100 to 150 prospective candidates," said Manger. And that shall not fall flat: In 2004 the company employed almost all the graduates that have been known to it, among them electrical and communications engineers, technical computer scientists and business data processing specialists (German post graduates in information systems).
Manger also bases his selection on references from the specialized departments. They evaluate commitment and work results of the guest students as well as their self-esteem, motivation and attitude in the team. "Important is, that they show initiative, raise questions, show interest,
and integrate themselves with their competences quickly into the department", says Manger. Matthias Ferstl adds: "At that time I was only in the third semester. The professional competence was not so great then. So it depended mainly on my social abilities." Martin Schmitt (22), a
so-called high-quality member of the auditing firm KMPG, recommends keeping calm. "During my internship I have worked solidly and have not tried to push myself forward", says the student of business and management economics. For two months he slipped into the role of auditor, including
staying at a hotel and working periods from 8:00 to 20:00 hours. Working as the right-hand man to the auditing assistant he analyzed the balances of two clients. KPMG takes time after the training period to have an in-depth conversation with all interns. The reward for the best, who
become high-quality members, consists of personal support and counseling besides the studies, participation in training courses and free admission to search tools.Battle for Top Heads
The "war for talent" i.e. the fight for the top heads, is regarded as a current problem despite the slackening of the economy. Many companies have difficulty filling their vacancies. Therefore they even more closely scrutinize the students in their own house. Some of them employ excellent graduates even if they do not have a vacancy.
At the Nuremberg software and IT service enterprise Datev an internship lasts between three and six months. Time enough, to qualify for "STEP", a development program accompanying students during their studies. "We take a look at expertise, analytic abilities as well as communicative and team abilities", says personnel consultant Stefanie Nüssle.
As a rule students get a one-year contract. The scheduled amount of work can be arranged flexibly by the students so that during examination phases they can fully concentrate on their studies. The salary is paid monthly like a student grant. "We are looking for economists, computer scientists and business data processing specialist and engineers with a profound knowledge in computer sciences", says Nüssle. Besides expert knowledge, the personal impression is more important today than ever before. The motto for high fliers is: "Impress your boss as early as possible - he is the joker, when career opportunities are concerned."
