What are some good ways to use interns?
There are several intern programs at local community colleges in my area. It would be great to have some help, but I am not sure if it is worth the time to train and mentor for a few months. What are some good ways to use interns to make it worth the effort.
First and Last very important point is to help interns for their goal and aim they want to be there in life. Then design your assist project insuch a way what could help them to live in dream of their choice and should help them for new job placements.
more one is offer them best attractive perk or Big dollar prize for performance best on grade wise.
It will help you to gather not only best output but also you can make your project for advance module an experiment can be done . Thanks
You can make them part of your employment scheme as trainee. If you find anyone worth you can retain them for employment. These trainees are too good to learn and earn scheme. It will benefit both the party..
Put them in the same group and use it for marketing or some kind of grassroots effort. Two birds, one stone.
Ms Samantha, you should remember that when we were interns somebody helped us !!! So give back to society by training and mentoring them in the areas that they need help and support. Its a good cause and you don't have to think twice at all. Florence MacDonald
If possible, see if the interns you select are pursuing a career in what you do. Second be a great teacher and a little cash always help. The mere word "intern" lets you know they may pursue other things in life. That's okay because you have done the same thing.
My answer is a lot less scientific than Andy's answer below, but worked reasonably well for me so far. Having hired a few interns myself before, I found, first and foremost, that I need to hire interns that are hungry to do what I can teach them. If it is just a job for them, my internships never worked out.
Secondly, I have them do what they would be doing should I employ them permanently, with some slack on complexity and time frames. It is no use I teach them "level 1 of 50 skills" in programming if I am going to employ them at "level 40 of 50 skills" jobs. Although I usually always start below "level 10" I never dwell long there.
Thirdly, what you have them do would depend on your industry. In mine, which is web development, I have some standard assignments that I give them to get them up to scratch, with an open door policy that states that they can come in any time with their laptop and ask me for assistance with the assignment, providing they have made an attempt. This way, I force them to think for themselves, and become better developers, as well as giving me a chance to continually gauge their progress over time.
I always try to have two interns at the same time, so that they can also help each other out.
Hope this helps!
I am a big proponent of interns. I have worked for various organizations & have always hired them & been able to have everyone in the organization utilize them. They actually offer a lot & can bring a different perspective to the table as well. It is a two-way street since they're to learn as well. Interns have answered phones, done research, data-entry, assist w/ staff mtgs, etc. Every semester I get a new group, from one to ten figure out what may work best for you.
We are a solo law practice. In my 6 years at the office, we have had 6 interns working on their paralegal degrees. Of those 6, we have hired 3. Most of them came with very little practical experience in the actual inter-workings of running a law office. Like many of the other responders, we spend about 2 weeks gearing them up to work on their own and then let them work through the challenges. We are always present to support them and answer questions and help them with new challenges. We are a small, busy practice that gives them exposure to criminal, family, juvenile and probate law, as well as client intakes and communication, as well as billing and accounts receivable. It's fantastic to watch them progress during the time that they spend with us. And it is rewarding to know that you have helped them to be better able to succeed in the "real world". Highly recommend having interns if you can make a commitment to helping them succeed in their career paths.
I am semi-retired now and not taking interns anymore, but during the mid-1980's to 2010 I took interns for my ad agency. Instead of using interns for "go-fers" I would actually let them create print and broadcast concepts, write headlines and body copy (or scripts or storyboards if broadcast) and if their work was good enough I would actually let them produce their work and use it in their portfolios as real world examples.
Consequently, the head of the University of Kentucky Internship program said that I had the most popular internship on campus. Advertising and Marketing major juniors and seniors clamored to be the first each semester (because I only took one or two per semester.)
Bottom line—letting the interns do the work allows them to promote themselves as having real world experience and that is priceless for a student.
It depends on your needs and requirements
For long term you may want to consider hiring virtual assistants
Check theses sites for ideas
This is a great question. I went through this last summer and found that giving them discreet projects was the best approach for me. I had been wanting to do some research on my target market but kept pushing it off. I passed this along to them and they did a great job. I didn't give them anything relating to ongoing work that I would have to pick back up.
You should consider technical projects (website updates, beginner to intermediate program or SQL etc..) analytical projects using heavy data and excel projects. If they are studying marketing, help with your marketing (social media campaigns(social updates)...etc.)
Try and give them projects that will enhance their knowledge about your business, general work norms and work ethics while leveraging their skills that they learn in college.
Definitely worth the time. If they are really good, you may be able to hire them when they are out of school. I have had hundreds of interns over my extended career, and can definitely say that I and the interns benefitted. In one recent batch, who stayed on with me for a couple of years, one went on to become COO in a medical distribution company, another senior consultant at a top consulting firm, another Audit Director at a major hospital.
I seek candidates with the skills I need, e.g., accounting, marketing, technical, etc. I check what they are learning and ask questions. When I bring them on I challenge them - give them a project, tell them the results I want and then let them go at it, with very little input from me. Why? I want them to use their skills which may be far different than what I would do, and just about every time, I am pleasantly surprised at the results.
Too often interns are hired for filing or other mundane tasks they people can't get to. What a waste of time - theirs and yours! Capitalize on fresh blood with fresh ideas.
Try it, you;ll enjoy it.
Having been associated with creating and administering a Student Internship Program (SIP) within two organizations, I can say without any doubt that it is extremely beneficial to both, the employer and the student(s). The keys to having a successful SIP are the following:
• Having an established organizational SIP policy (guidebook) ensures your SIP process is administered fairly and consistently. This can be a very simple guidebook covering the basics.
• Ensure that your SIP is structured to establish a balance between the primary student intern’s learning goals and the specific responsibilities associated with his/her department internship (note: student intern positions are not designed to displace a regular employee).
• Provide a flexible schedule for your interns to participate (minimizing the impact on their associated educational requirements). Also, you should not exceed a reasonable number of weekly participation hours as the dual benefit goal can be easily met with as little as 8 to 12 hours a week (ideally in 4-hour sessions).
• In addition to their resume, require a current school transcript from your student intern; ensuring that they are “current” students seeking a degree.
• Conduct a background check, have an agreement form (covering items such as indemnification, compensation, and restrictions), and provide a copy of all company policies to all selected student interns before they begin their internship.
• Monetary compensation to student interns is not a requirement. Although student interns would like to receive a salary, their main goal is to obtain the valuable experience before graduating (and offering them with a flexible participation schedule is also a high priority to them while they meet their educational requirements).
Please feel free to view my LinkedIn post on SIP at: https://www.linkedin.com/pulse/why-internships-important-students-employers-andy-ricardo?trk=pulse_spock-articles
Please do not hesitate to ask me any questions.
Human Resources Administration / Recruiter │ Professional Résumé Writer
That old saying "Elephants don't bite, its the flies and gnats that kill you." They can most probably help you get a better picture of your business if can identify the flies and gnats and have them help you take their bite out of your business.
As my colleagues have said, you want the interns time to help you without taking you away from your most important tasks. Most business owners have a huge list of things that have to get done, so take the ones with the lease amount of your required time and see if an intern could fit the bill. Mike Sutton said it right when he said "here are your instructions, and here are the tools you need...". I also like Mark Lummus' idea that you could use your interns to handle social engagement if that works into your business model.
Good luck and let us know if we can help out in any way.
2 questions for you: are these interns young (i.e. millenials)? would you benefit from (more) social marketing for your business? If you answer yes to these questions, then try using them as part of a social marketing/engagement program.
I have a friend with a startup here in Atlanta. His business is around physical events in the Atlanta area. There is a huge social aspect to marketing his business. He uses interns (he has 6 right now and he's getting ready to get 1 more) to implement his social marketing efforts. His interns go to events and festivals and collect email addresses, they write about events and post them on social media, they interact with local event planners and help drive leads that he then turns into prospects.
Take a moment and reflect on your business and on the existing skills of the potential interns. Chances are high that they have valuable skills that are not specific to your business but that can work in and for your business.
The best scenario is on where you have a clearly defined set of tasks or processes they can execute for you.
Remember that they are untrained and likely not capable of stepping in and contributing without training or supervision.
If you can't say, "Here are your instructions and here's where you find everything you need to succeed." you'll spend more time training and supervising them than you'll save by having the extra hands.
If you've got all your systems and processes down and documented, interns can be a great asset.
If you wanted to talk through a more specific situation or do some brainstorming, I'd be happy to jump on a call with you. PM me if you're interested.