Interns

Still looking for that perfect summer intern? Here’s some advice from people who know a thing or two about hiring — your fellow HR pros.

Nearly 80% of companies will hire interns this summer — up from 67% just last year.

That’s according to an exclusive survey of 98 HR pros conducted by HR Morning and Progressive Business Publications.

But what was most interesting — and most helpful — from the research was the real-world advice many HR professionals were happy to offer their peers.

Here are some tips that have helped your colleagues hire and nurture the best and brightest interns at their companies:

Hiring

  • Don’t settle for the first person who applies. There are very interested and qualified applicants who would love an opportunity to work for you. Go to job fairs at your nearby college or university to let students know what you’re seeking in an intern and what opportunities you’re offering.
  • Learn what the law says about unpaid internships. The requirements are very strict and very unlikely to be met by most companies. The bottom line is this: If you’re benefiting in ANY way from the work you plan to give an intern, pay them at least minimum wage! If the kid is getting college credit for working for you, that’s great! But that doesn’t excuse you from your obligation to pay them in return for work.
  • Pay them between 80%-100% of what an entry-level professional would be paid, depending on supply and demand for the position. For example, to attract an IT intern who may be in demand, it may be appropriate to pay 100% of the entry rate.
  • In this new technological era, there are numerous resources available now that weren’t available before. However, reaching out to your local tech schools and colleges is still the best way to recruit the top candidates. Simply picking up the phone and speaking to a professor will offer a better sense of whether a candidate is a good fit for your organization.
  • Target schools that produce what you need. Don’t cast too wide of a net. The process can become too large to manage.
  • Use your employees and contacts to find out who has students in college or who have recently graduated who may be looking for real-life experience to assist them in getting jobs.
  • Start recruiting efforts early. Recruit at the department level within the university/college. You can do this by networking the professors or department head or providing a seminar or workshop to a specific class or department.
  • Attend Campus Career Fairs even if you don’t have an approved position available. It’s good to build your corporate brand and explain what your company does. You’ll see candidates return as they progress through the college career.

On the job

  • Provide training on day one. Introduce the intern to go-to people.
  • Help the intern understand the right methods of communicating.
  • Don’t just use the intern for “clerical” support. Be serious about teaching him or her the business.
  • Be patient. It’s challenging managing young people who in many cases have never “held a job.” You have to set the rules and enforce them — even if it means terminating the internship.
  • Ensure that interns work on projects that are fun, impactful and align with a business objective — something they’ll be proud to list on a resume or in a portfolio.
  • Ensure that your goals are clear and that the interns have support in understanding them and reaching them. It’s also important that the interns learn what it’s really like to work in the real world. Interns need to be held accountable for their actions.
  • Appoint an individual as the contact person for the intern, make sure they understand job assignment, follow up with intern, be available get a good fit, be clear about skills required and offer a good experience, look for a win-win situation.
  • Give the students a chance to fit in, and let them offer to show you their talents, with assignments that they can excel at.
  • Give constant feedback and conduct an exit interview.
  • Find a way to connect with students in a way that is true to your culture. You’ll make better hires that way.
  • Have interesting and valuable experiences available. Put students in environments where you can assess their ability to be successful as a full time hire.

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