Finding the process to keep up with current trends

Finding future employees-Internships can be offered in the fall, spring, winter, and summer. They are essentially, an ongoing pipeline of future employees. “Appeal to tomorrow’s staff members when they’re looking for internships, and all you have to do is choose the best of the bunch when it comes time to hire” (Internships, 2018, para. 9). Also, if word gets out on college campuses about a company having a great internship program, it spreads rapidly, potentially leading to a highly sought after internship program.
Test-drive talent-Internships allow employers to gauge whether or not an employee is the right fit for a company before hiring them full-time. 
Increased productivity-Internships mean more employees which leads to getting more done. 
Increased employee-retention rate-“According to NACE’s 2009 Experiential Education Survey, almost 40% of employers reported a higher five-year retention rate among employees they’d hired via their internship programs” (Internships, 2018, para. 14).
Low-cost-Interns are inexpensive; salaries are much lower than regular employees and interns happen to be some of the more motivated individuals in the workforce. 
Perspective-In addition to having extra help which results in increased productivity, new people means new ideas and different strengths and abilities.
Giving back to community-Internships help students in your community and enhances the local workforce.
Supporting students-Internships not only benefit the company but the student as well. Students gain experience, cultivate new skills, network, enhance their resumes, acquire knowledge of the field, get hands-on experience, and are able assess their abilities and interests.

Lack of higher education recruitment-Creating a presence on college campuses increases brand awareness for your organization. This gives the organization a chance at recruiting top-tier talent. Additionally, recruitment on college campuses is linked to better retention rates because employees tend to feel more loyal to their first employer. This type of recruitment is also much cheaper than other methods of recruitment. “Grooming talent from the moment they graduate eliminates search fees and lets the company promote from within, which further raises the business’s retention rate” (Huebsch, 2017, para. 3).

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This organization has made the mistake of not having a good mix of recruitment practices as well as not upgrading the process to keep up with current trends and advancements in technology. Internships and campus recruitment bring in new, fresh, and motivated individuals while keeping the costs down. Internal recruitment has a whole host of benefits as mentioned earlier, while using technology such as social media and posting job openings on websites gets the word out to more top-tier talent and allows the organization to be more competitive.
Conclusion
An organization’s turnover rate is indicative of many things. While a high turnover rate is definitely not a good thing, there are many steps we can take to improve our recruitment process, therefore, reducing our employee turnover rate. It is important to remember though, that this is not a one-time-thing. One must continually make changes to and update the recruitment process to fit the specific company, the job position, technology, and current trends. Staying on top of it allows organizations to maintain low turnover rates.