An internship program can be a win-win. Students can learn a lot about a potential career path, and companies can benefit from low-cost labor.
But before you dive in feet first, take note. You need to ensure you have all your ducks in a row. Here are a few considerations to keep in mind before hiring an intern.
Compensation: Will the internship be paid or unpaid? If you go with the latter, remember there are restrictions about what type of work the intern can do. Be sure to consult with the Dept. of Labor for specifics. You don’t want to unintentionally violate labor laws.
Define your needs. Do you have enough work for them? How long will the internship last? Will it be meaningful and relevant to their field of study? How can they help you grow your business? Will you consider hiring an intern upon completion, if they prove to be a good fit?
Supervision: You’ll want to appoint someone to mentor and oversee this individual. An intern should be treated no differently than an employee in this regard. Specific goals and expectations should be defined.
Recruiting: How will you attract qualified candidates? Working with your local college(s) is a great place to start. The Chamber of Commerce might have a program in place as well. Both might be able to help you define an internship program and determine pay, if applicable.
With a little forethought you have the potential to develop something great. A rising star intern could turn into your most valued employee!