Trend that started gaining force after the pandemic, internal rotation programs or “Job Rotation”, as they are announced in opportunities, are a new differential in job positions. When attracting talents for intern or trainee positions, the practice stands out for giving the chance to test and learn functions from various areas.
According to Roberta Saragiotto, People & Strategy Director of Start Carreiras, a platform that democratizes the access of university students to the job market, rotation programs bring benefits for both employees and companies: “Job Rotation brings a collaborative culture where people start supporting each other more by better understanding the impact that one team has on the other”, highlights Saragiotto.
For the executive, Job Rotation can be one of the main tools of HR areas to guarantee better recruitment and retention results, especially for younger talents. “It is important to bear in mind that those who apply for an internship position are at the beginning of their career and seeking to understand which direction to follow, and nowadays this dynamism is one of the main characteristics of the new generations”, points out the Director of Start Carreiras.
But how to offer this process within internships?
According to Roberta Saragiotto, the first step is to gather all information about the opportunities that can be offered: “What are the functions performed by interns throughout the company? How can we offer a rotational learning path? How long of a contract do you intend to offer and how long should each of the experiences last?”, she points out.
