How to Hire College Interns for Your Small Business

May 5th, 2011
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The nice thing about bringing interns into your business is that they are often willing to take the experience (and college credit) as payment in lieu of a check.  And although they are green, they may bring not only enthusiasm, but cutting-edge knowledge and skills to the position, teaching your current employees even as they learn their way around a small-business setting.  Of course, it’s no simple undertaking to set up an internship program.  You have to partner with a local college, jump through all kinds of legal hoops concerning liability, and deal with a revolving door of temporary employees.  But for the small business that is functioning on a budget, there is just no better way to get cheap and eager labor than by bringing in college interns.  Here are just a few things you’ll need to consider before you hire your first student.

1.       Research requirements.  There are both federal and state laws pertaining to the hiring of interns (including limitations on hours and days they can work before they must be paid) and repercussions can be severe.  It is also important that you provide education to students since they are earning credit towards a degree by acting in your employ.  So while you are more or less teaching your interns to function in the business setting, keep in mind that the primary purpose is for them to learn something related to their degree, not just take care of the data entry that nobody else wants to do.

2.       Determine the scope of the position.  Good interns will help to reduce the workload for everyone in your small office.  But you need to take some time to work out a plan for their education.  Since you probably only get each intern for a semester (unless you choose to hire on at the end of the program) you really need to figure out how they can gain some useful knowledge to take with them when they move on, while still offering some relief for your business.  You need to map out a comprehensive plan before you even think about bringing someone in.

3.       Discuss your offer with local colleges.  Before you can get interns, you need to partner with a college that is looking to place students in your industry.  So do your own homework and approach area schools that have programs related to your field.  This will most likely yield better results on a potential collaboration where internships are concerned.

4.       Take your time when hiring.  This may be the most important aspect of the whole process.  You need to hire an intern that will not only stick with the program, but has interest in learning, enthusiasm for the field, and time to devote to your business.  But you should also look for a student that can really benefit from the knowledge and experience you’re offering.  Someone who already has experience can be a real boon to your business, but if you have nothing to teach them, the internship is wasted.

5.       Teach and manage.  Once you have interns installed in your office, it is time to get to the brass tacks of training.  This is going to be a bit different from the way you would train regular employees because you probably have to report back on their progress.  So make sure you have a plan for the duration of their “employment” and then keep an eye on the situation to ensure that your interns are continuing to learn and they’re helping more than hindering your full-time employees.

Sarah Danielson writes for Go College where you can find helpful information on Sallie Mae student loans and student borrowing tips.

 

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