Traineeship

You should write the advert carefully.  A few tips on how to formulate the advert:

  • Describe the job in the headline. Simply stating “trainee” does not provide the applicant with information about the kind of work offered.
  • A concise description of the organisation will help to interest the applicant and encourage them to read the advert all the way through.
  • List the key duties and competence requirements. You do not have to write all the details in the advert. Competence has many aspects which are not necessarily guaranteed by a certain education background. If you want to receive diverse applications, you should not limit your requirements too strictly. The versatile education provided by the University of Helsinki gives rise to kinds of competence you may not have even thought about.
  • Trainees are also interested in the salary and other benefits.
  • It is worthwhile to mention the location of the workplace, since it matters.
  • You should also give the applicants the opportunity to ask more questions. If it is impossible for your organisation to answer questions throughout the day, you should assign a time when someone in your organisation can do so.
  • If you are interested in the international expertise provided by the University of Helsinki, write your application in English or very clear Finnish.
  • If financial support from the University is a precondition for hiring, you should mention this clearly. This way your search will be limited to only the students who are eligible for it.
  • Make it clear how to apply.

Your recruitment advert contributes to the image students have of your organisation!

A traineeship supervisor must be assigned for the trainee at the host organisation. This needs to be someone who is well-versed in the trainee's duties and knows how to supervise, guide and assess the trainee's work. 

In practise supervision should be based on at least three supervision meetings during  which the trainee's and the host organisation's ideas and goals for the traineeship period are discussed. These meetings can be considered a goal-setting discussion, a situation review and a summarising final discussion.

Goal setting discussion (during the first few days of the traineeship)

  • Presentation of the work community, duties and the trainee
  • The team's and supervisor's expectations for the trainee
  • Duties planned by the host organisation and the trainee's view of his or her competence
  • The trainee's learning objectives for the traineeship

Situation review (one or two sessions, depending on the length of the traineeship)

  • How has the traineeship advanced?
  • What has the trainee already achieved, what remains to be done, and what duties are still to come?
  • Does the trainee have any requirements for special support?

Summarising final discussion (during the last days of the traineeship)

  • What has the trainee learnt?
  • In the trainee's own opinion, what have been the greatest successes? Which aspects should be developed further?
  • To what extent have the goals set at the beginning of the traineeship attained?
  • Feedback from both the host organisation and the trainee