10-Day Assessment
Plan for HR Interns
Recruitment & Staffing Focus
Welcome to your 10-day assessment as an HR Intern. Over this period, you
will be tasked with building your technical expertise in recruitment, staffing,
and other core HR functions. You will work with a hypothetical company in
the recruitment and IT industry, focusing on sourcing entry-level candidates.
This phase will assess your ability to attract quality candidates using free
tools and platforms. After this period, you may gain access to premium
recruitment tools, so it is crucial to take this assessment seriously.
Day 1 - 7
Recruitment, Staffing &
Applicant Tracking
Your first seven days will focus on sourcing and managing
candidates, primarily through job boards and social media
platforms. Sourcing candidates is a critical HR function,
and your performance here will reflect your ability to
succeed as an HR professional.
Day 1
Recruitment Strategy & Account Creation
Task Overview: Key Actions: Why This is Important:
Begin by setting up job listing Research local and HR professionals must know how
accounts for a company, any international job boards. to position a company to attract
hypothetical company in the IT Set up accounts on at least 3 candidates. Creating job
sector. You will use free platforms platforms (LinkedIn, Jobee, accounts is the first step in
such as LinkedIn, Indeed, Taraki, and Indeed). starting your recruitment funnel.
and any other relevant job boards. Choose appropriate company
descriptions for the company.
Day 2
Job Posting & Positioning
Task Overview: Key Actions: Why This is Important:
Today, you’ll focus on drafting and Draft job descriptions for Crafting clear, attractive job
posting job listings for entry-level entry-level roles (internships descriptions is essential to
IT and HR positions, focusing on in IT, HR, Recruitment). attracting suitable candidates.
internship programs. Post jobs on the accounts Your posts will be the first point
created in Day 1. of contact for potential
applicants.
Day 3
Social Media Outreach
Task Overview: Key Actions: Why This is Important:
Expand your reach by using social Create profiles for the Social media is an increasingly
media platforms such as company on relevant social powerful tool for recruitment. By
Facebook, Instagram, and media platforms. leveraging these platforms, you
LinkedIn. Your goal is to attract Share job posts and recruit will increase the visibility of your
candidates using free social media via LinkedIn and Facebook job posts.
tools. groups.
Day 4
Candidate Sourcing & Engagement
Task Overview: Key Actions: Why This is Important:
Start engaging with potential Identify suitable candidates Proactively reaching out to
candidates by reaching out via through platform searches. candidates is key in modern
social media and job platforms. Send tailored messages to recruitment. Engagement
This task will test your sourcing potential applicants, improves your chances of
and engagement abilities. introducing the internship securing quality applicants.
opportunities.
Day 5
Applicant Tracking System Setup
Task Overview: Key Actions: Why This is Important:
Set up an Applicant Tracking Create a Google Sheet for Efficiently tracking applicants
System (ATS) using Google Sheets tracking applications. allows you to manage the
to keep track of applicants. Organize data by name, recruitment process more
Organize candidate details and contact info, qualifications, effectively. An ATS will help you
begin to filter them based on job and platform source. keep all relevant candidate
roles and qualifications. information in one place.
Day 6
Recruitment Funnel Development
Task Overview: Key Actions: Why This is Important:
Start building a recruitment Define criteria for shortlisting Creating an efficient recruitment
funnel that takes candidates from candidates. funnel helps streamline the
application to interview. Outline Move 10-15 candidates to the hiring process and ensures that
your process for shortlisting next phase of your you are selecting the best
candidates based on their recruitment process. candidates for the role.
qualifications and suitability.
Day 7
Recruitment Reporting
Task Overview: Key Actions: Why This is Important:
Submit a report detailing your Write a report summarizing Recruitment reporting is
recruitment activities from Days your recruitment progress. essential for HR teams to
1-6. Include a summary of how Provide insights on which evaluate the effectiveness of
many candidates you attracted, platforms/methods worked their strategies and identify
what methods you used, and any best. areas for improvement.
challenges you faced.
Day 8 - 10
Additional HR Functions
In the final three days, we will assess your knowledge of
other important HR functions that complement
recruitment. These functions are vital to creating a
balanced HR skill set.
Day 8
Employee Onboarding Plan
Task Overview: Key Actions: Why This is Important:
Develop a simple onboarding plan Draft an onboarding checklist Successful onboarding helps new
for the candidates you’ve sourced (orientation, paperwork, hires adjust quickly and reduces
for the company. This plan should team introductions). turnover. It’s a crucial part of
include key onboarding activities Include key activities for the HR's role in creating a positive
for new hires. first week of onboarding. employee experience.
Day 9
Performance Management Introduction
Task Overview: Key Actions: Why This is Important:
Create a basic performance Outline a 3-month HR professionals must ensure
management template to track performance management that employees perform to their
employee progress during their plan. best potential. Setting up a
probationary period. Define measurable KPIs for performance management plan
each role. ensures accountability and
growth.
Day 10
Employee Engagement Survey
Task Overview: Key Actions: Why This is Important:
Draft a simple employee Develop 8-10 questions Understanding employee
engagement survey aimed at focusing on employee sentiment is critical for
gathering feedback from satisfaction and feedback. improving workplace morale and
employees about their experience Use a free survey tool to reducing turnover. Regular
in the first month. create your survey (e.g., engagement surveys help HR
Google Forms). identify areas for improvement.
Measuring
Success
Your success will be measured by the
number of quality candidates you attract in
the first seven days using free tools. This
assessment will also evaluate your ability
to handle other key HR functions, including
onboarding, performance management,
and engagement. Remember, this process
simulates real-world HR operations in
recruitment, and excelling here will prepare
you for working with premium tools later.
Targets
1 2 3
Create accounts on at Share job postings on Source 40+
least 3 job platforms 3+ social media candidates and
and post 3 entry-level platforms, reaching receive responses
job listings. 200+ people. from 20+
4 5
Set up an ATS with 20+ Submit a report by
candidate entries, Day 7 with data on
shortlisting 10-15 50-75 attracted
qualified applicants. candidates.
