interns

Interns & Internships

Sample

Why Hire an Intern?

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Why Hire an Intern? (2 of 3)

– Interns are willing to work for little or no money

– You can work with potential entry-level employees without making a long-term commitment

– Interns are typically available to fill any position for employment after their internship

– Satisfied interns could spread the word about your company and its opportunities

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Multiple Interns: Why Stop at One?

There are three good reasons to hire multiple interns.

– Camaraderie: Interns with others their age will transition more smoothly into the workforce

– Competition: Each intern wants to be the best, and will work hard to reach that goal

– Choice: Having multiple interns gives you multiple choices when selecting a candidate for an open position.


Legal Issues


Legal Issues: Unpaid Internships (2 of 4)

Under the Fair Labor Standards Act, interns who meet the following six criteria are not formal employees and do not fall under the minimum wage and overtime provisions of the law.

1. The intern must receive training2. The internship benefits the intern


Compensation


Compensating Interns (4 of 8)

– Internship candidates seeking academic credit often have to work a minimum number of hours in order for their schools to approve the credit, so make sure you’re able to offer steady hours.

Monthly Stipend– A more affordable alternative to hourly

wages is a monthly stipend, which is often just enough to cover travel costs and other internship-related expenses.


Recruiting Interns


Establishing the Internship Opportunity (5 of 6)

• The Fall and Spring semesters are standard internship periods for students, although many can’t juggle their studies with an internship. – For these students, Summer breaks are

the preferred internship period.

• Are you able to provide internships for the Summer break, or only for the Fall/Spring?


Recruitment Methods


College Career Centers (1 of 2)

61% of recruiters prefer to work with college and university career centers

Get in touch with college career centers.

Provide them with information about your internship opportunity and your requirements for student applicants.


Source: Recruiting Trends 2012-2013 42nd Ed. Michigan State University

Job/Internship Websites (3 of 9)

Internships4You.com– Post internship opportunities for free.– Send your postings to any college

career centers in the U.S. and Canada up to 4 times a year.

– Integrated screening and interview services give you more control over the recruiting process.


Social Media (2 of 2)

Facebook– Despite its casual environment,

facebook is still a good resource for employers to get the word out about job/internship openings.

– The effectiveness of facebook depends on how well connected the user is.


Getting the Most Out of Your Interns


Getting the Most Out of Your Interns (2 of 2)

Unhappy and unsatisfied interns:– Don’t perform to their full potential– Are unmotivated to continue past their

anticipated end-date– Won’t give any glowing testimonials

about their workplace– Won’t spread the word about your

internship opportunity – except to knock it


Intern Do’s (1 of 3)

If you want to get the highest level of productivity from your interns:

Do’s– Welcome them to the team– Assign them meaningful work

• 83% of interns seek a job where their creativity is valued


Source: 2013 InternMatch “The Best & Worst Intern Candidates” infographic

Intern Don’ts (2 of 3)

– Don’t expect interns to know everything right out of the gate – internships are training periods for beginners in the field.

– Don’t expect interns to understand office politics and etiquette – internships are often the first professional job for many candidates.


Source: 2013 InternMatch “The Best & Worst Intern Candidates” infographic

What to Discuss with New Hires (5 of 5)

Their Expectations of You– A good internship benefits both the

employer and the intern.– Ask them what they want to get out of

their internship, things they’d like to experience, things they’d rather not.

– Make sure they’re exposed to new responsibilities on the job and not constantly in their comfort zone – part of the internship experience involves building one’s skillset and learning new things.


Supervision and

Evaluation


Your Evaluation of Them (2 of 3)

There are many possible ways to evaluate your interns. By the end of the internship, you should have the following resources to help with your evaluations:

– Detailed logs of hours and activities– First hand observation of work habits– Any completed work which would

reflect the intern’s capabilities


Streamlining the Internship Program


Streamlining the Internship Program

It’s time to put those evaluations to good use and set about improving your program.

Compile any complaints and suggestions from interns into a list of issues to address and begin brainstorming possibilities for improvement.


Encouraging a Sense of Community (4 of 4)

Team Projects– Encouraging interns to work together

on specific projects from time to time can bolster a sense of community and camaraderie amongst them, increasing teamwork and productivity.

– Examples: research projects, design projects, event planning projects, etc.


Download “Interns & Internships” PowerPoint Content

at ReadySetPresent.com

Slides include: Definition/s of an intern/internship, Learning objectives of this presentation, Etymology of Interns and Internships, Overview of the legality when taking on interns, 10 slides on various ways to compensate interns, 26 slides on recruitment, 15 recruitment methods, 23 slides on screening and selection , 8 points on what (and what not) to look for in

candidates, 13 points on interviewing candidates, 6 points on making the final selection, 13 slides on getting the most out of your interns, 11 Do’s and Don’ts, 14 points on what to discuss with new interns, 11 slides on

screening and selecting volunteers, 3 slides on building an application, 5 slides on conducting the interviews, 16 slides on supervision and evaluation, 11 points on supervision and work styles, 10 points on

evaluating interns, 12 points on evaluating your program, 4 slides on offering jobs to interns, 9 slides on improving your program, action plans

and much more.

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