Attracting Summer Interns Who Are Right for Your Business
As the summertime approaches, your business is growing and so is your workload. Thankfully, it just so happens to be the time when some college students are on the hunt for the perfect opportunities to jumpstart their careers, as well. Can your business be the host to a rewarding experience for both you and an intern?
Any business, big or small can create a win-win situation for attracting summer interns. In fact, for an intern, a smaller environment could mean greater responsibility, insight, role definition and more time with the customer, said Rich Razgaitis, CEO of FloWater, a San Francisco-based startup that’s focused on eliminating single-use plastic water bottles. At a startup or small business, an intern can squeeze 6-10 months of experience into just a 4-month span, getting involved in responsibilities they may not have the opportunity to work on in a bigger corporation.
Is your business right for an intern?
Ok, so small businesses in general can be successful in attracting summer interns, but what about your business? Here’s some steps to take before hiring.
- Take time to evaluate specific responsibilities that can be defined and allocated, so that your interns are focused on completing work that’s beneficial to your business. You want to make sure your team remains productive and on-task while onboarding short-term help.
- Think about the length of the assignment. If it’s too short, it may not be worth your efforts, considering the overhead of defining the role, interviewing, hiring, training, completing paperwork, and other attendant responsibilities.
- Consider your plan for compensation. Do you want to look into offering college credit for the internship? Or compensate at a rate that works best for your business’s budget? It’s rare that an intern would be looking for an opportunity with little to no return in those terms, Razgaitis advised.
How should you compensate an intern?
“Like anything else, aligning a person’s motivations with rewards after finding really great talent is the key,” Razgaitis said. And besides the return via compensation or credit, “they want coaching, experience and learning exposure. It needs to be a mutual value creation.”
A good intern is looking for an opportunity to go through intensive learning, but also contribute and make a difference, Razgaitis shared. He or she wants to be part of a team; a chance to show off her talents and prove the ability to take something on, do a great job, and execute.
How can you source interns?
If you think you could be on the market for a summer intern, take a peek at some of these sites that could help you get going just in time for the end of the semester:
- Internships.com – Post, access resume database and receive tools on running a successful internship program for free.
- Collegerecruiter.com– Jobs run for 30 days, traffic is driven through tight integration with LinkedIn, Facebook, Twitter and Google+. Charges per posting.
- Also, check with the Career Services Department at local colleges. They might be able to set you up with a post, and direct you to some candidates who are studying your field.
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