The mutual benefits of an internship program
If you equate internships with “baby-sitting” or “cheap labor,” think again. A thoughtfully constructed summer internship program can prove advantageous to both your company and the people you bring aboard. Here’s what you need to know to make the most of the arrangement.
Benefits
Educated minds and willing hands are a plus any time, but they may be appreciated even more during short-staffed summer months. Seek interns with talents in line with your company’s objectives. With proper supervision, these go-getters can make real contributions to operations.
And while interns put a premium on acquiring new skills during their tenure, be sure to see what you can learn from them, too.
“Ditto digital benefits from having summer interns because we, in turn, get younger people who generally have their finger on the pulse of youth culture,” says founder and managing director Michelle Symonds. “This helps us when planning certain content marketing and social media campaigns. They also bring fresh views and opinions to the many blogs that we manage.”
Likewise, think about how the presence of interns can enrich permanent staff members.
“We look at the program as a way for our junior staff to take on management responsibilities,” says Jenny Dieterle of Summit Consulting, LLC, in Washington, D.C. “In their role as intern sponsors, they direct the work of the interns and ensure they receive the training they need to work successfully. They also act as near-peer mentors, acclimating our interns to the expectations of the professional environment and helping them forge a network.”
Dieterle also notes that the internship program serves as a “10-week interview and talent pipeline,” with interns who are a good fit receiving offers to join the company after graduation. “Hiring ‘battle-tested’ staff reduces our risk, but also means these interns join a workplace where they understand the demands and culture and already have champions.”
Finding talent
Savvy students know that “real world” experience gives them an edge when seeking employment after graduation, so internship applications generally tend to be plentiful. Offering payment (see box) keeps you competitive, shows you value what they’ll be contributing and ensures that students who must work over the summer out of financial necessity can apply.
If posting internship opportunities on your business’s website and social media channels doesn’t yield a sufficient response, try a database such as Internships.com. Or establish relationships with geographically convenient colleges or ones that teach specific skills you’d like interns to possess. Attending collegiate job fairs or doing on-campus interviews is a great way to meet potential interns, with the added bonus of valuable exposure for your business.
Encourage candidates to self-select by providing a clear picture of what the internship position entails. A detailed job description from the get-go will bring into focus what tasks will be involved and help you attract people with the attributes you desire most. Some companies also report that asking for letters of recommendation improves the quality and seriousness of the applicant pool.
Advice
The number one tip from virtually everyone who organizes an internship program: Think before you leap. A bored intern and a staff without a clue what to do with the young charge is a recipe for disaster.
“Planning an internship program is similar to planning a school curriculum,” says Rebecca Casamayor, intern coordinator at the PR firm GreenRoom Agency. “Both the company and intern will benefit from this experience if there is a fully fleshed-out program with objectives and goals that are communicated from the start!”
Echoes Matt Ham, president and owner of Computer Repair Doctor, “Have a clear plan for the interns. Don’t hire without knowing exactly what they will do, including how they will learn. Without a clear plan, you will spend A LOT of time with them, and it could turn into a huge headache.”
To pay or not to pay interns
1. The internship resembles training offered by an educational institution.
2. It exists to benefit the intern.
3. The intern doesn’t displace a regular employee, and works under close supervision of existing staff.
4. The employer derives no immediate advantage from the activities of the intern. Sometimes, its operations may actually be impeded.
5. The intern isn’t necessarily entitled to a job after the internship ends.
6. The employer and intern understand the internship is unpaid.
If the internship fails to meet any of those tests, the DOL says interns must be paid at least the minimum wage.
