Hiring an intern? Check out this How to Guide
Hiring A Summer Intern? Check out this How-to Guide from Jonathan Lau Growth Marketing Manager at Intern Match.
For more information on InternMatch call (408) 332.9911 or visit @InternMatch on Twitter or on the web at: Internmatch.com
….
Hiring an Intern to grow your business
Oakland sits in the center of the Bay Area, one of the most
student talent rich areas of the country. Today, hiring interns isn’t just for
big business anymore as students are quickly realizing that without relevant work
experience they will be unemployed when they graduate. Never before has
it been easier for a small business to hire a savvy design intern to build
marketing collateral, or a talented business development intern to execute a
marketing strategy.
However, every successful intern hire begins with a well
thought out plan regarding the goals and logistics of the internship before
even getting trying to find the right student for the job. This guide is
meant to help avoid the biggest potential pitfalls as you set out to hire your
first interns.
Here are 5 steps to get started hiring interns:
Step 1: Ask yourself; does my company truly need interns?
An internship setup without a purpose is destined for
trouble. Clear internship goals help give focus that benefits both company and
intern. If you believe interns are not worth investing time, training or money
into, then the internship is likely to do more harm than good. You can
learn more about intern
compensation here.
Below are the most common reasons that companies with
leading internship programs continue to invest time and money into hiring
interns:
·
Converting Students to Full-Time Hires: “Hiring
recent graduates is risky so we prefer to hire candidates from our internship
program who are already battle proven.”
·
Filling a Gap: “We need someone to help with a
project and we think a student can do it well and at a great price.”
·
Breeding Brand Advocates: “Our product is built
for young people and we want to get youthful opinions and ideas involved on our
team.”
·
Culture and Community: “Students bring energy, a
strong work-ethic, and are a great way for us to give back to our local
community.”
·
All of the above
Step 2: Determine the scope of your internship
Figuring out these logistics before you hire an intern will
save you a lot of pain and sorrow.
·
How many hours a week will the intern work?
·
Will the intern get paid? How much?
·
What non-monetary forms of compensation will be
offered (software training, networking events, etc.)?
·
What are the start and end dates for the
internship?
·
What skills should the intern to have?
·
Who will manage the intern?
Step 3: What Perks Can You Offer Interns?
Going above and beyond with your internship will keep
students engaged and increase the chances they will want to stay with your
company after the internship ends. Take time to consider what activities or
educational support you can provide that will make your program stand
out.
These include:
·
Brown bag lunches with key executives in your
company.
·
Taking interns to meetings, conferences or
events.
·
Have a day where interns get to meet everyone in
the office and learn about their role.
·
Teach interns industry specific software like
Salesforce, Microsoft Excel and more.
·
Host fun events, like attending a baseball game
or going bowling at the end of the program.
For more tips on this, check out InternMatch’s 9
Alternative Ways to Compensate Interns
Step 4: What’s your company culture in regards to
interns?
Deciding how your company culture will accommodate interns
will set the tone for your internship offerings. Are interns going to be
embraced as employees and be invited to important company meetings? Will the
interns operate as a team or will each intern work closely with their boss or
manager? Will interns be given special projects in the hopes of making more
hires or will they grind on simpler work like an entry level employee? There
are no wrong answers here, but different internship program cultures help you
accomplish different stated goals.
Step 5: Final checks.
There are a few important final points to consider before
going ahead and creating position descriptions and putting your internship
program plan into action.
Payment:
If you are opting to pay your interns, labor laws state that
interns should be considered part-time employees, sent an I-9, W-4, along with
any other new hire forms, and placed on your standard payroll system.
Learn more with this Adding
Interns to Payroll Guide.
Onboarding Interns:
Before hiring an intern you need to make sure you have the
right resources available to bring interns into the office. Do you have desk
space? Do you have computers available or should interns bring their own
laptops? Will it be easy to create email, and computer login accounts for interns
the first day they arrive? Do your interns get parking passes, office keys, or
security clearance? Will interns need to sign a Non-Disclosure Agreement (NDA)
or Offer
Letter ?
If you all those boxes checked off, you are ready to start
writing your internship descriptions and recruiting students!
Labels: internship
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