NFIB

Save Money by Hiring Interns, Part II
03/ 28/ 2002

If you're considering hiring a part-time employee or two, you might want to think about starting an intern program. Workshop contributor Jeffrey Moses concludes his discussion of this topic in today's article. Most schools will give some class credits to interns for their work. As the employer, you'll probably be expected to fill out some forms and evaluate the work done. Though it will take some time, it shouldn't be too onerous. Often it can be handled by e-mail. Schools often assign a teacher to coordinate the internship. This teacher will need to know exactly how you intend to use the intern and may take an ongoing interest in the procedure. In general, this interest can only help you, but if the teacher begins to insist that an intern be given specific responsibilities or be included in specific projects, you may need to limit his or her involvement. Also, some schools with ongoing intern programs have very strict guidelines for how interns are used and how reports are filed. Don't get involved if these guidelines are too strict or demand too much of your time.

Always interview interns just as carefully as you would other prospective employees. Ask the school to suggest a number of intern applicants, then set up appointment times for individual interviews. Organize your questions beforehand to make the most of your time and theirs. Because these students will have little or no prior work experience in your field, you should focus on the their interest, ability and enthusiasm. If the intern will be working in a specific department, consider bringing the department manager (or other employees) into the interview.

Schools will be especially diligent about maintaining Equal Opportunity status for the intern programs. During your selection process, you'll need to abide by all local and federal guidelines to avoid discrimination of any type.

You'll need to pay your interns something. Certainly not as much as your regular, highly trained employees, but enough so that the interns can use the job as a replacement for normal part-time employment. The exception is when a high school or college has a dedicated intern program and students receive substantial school credit for their work. You must decide whether the payment involved will be worth the extra time and effort you'll need when training a student worker.

Some schools have provisions for intern scholarship programs, which will pay interns for work done, either partially or fully. Inquire about these programs when speaking with school or program administrators.

Your company's intern program should never be thought of as fixed in stone. Small businesses depend on the efficiency and harmony of employees. If an intern disrupts this efficiency, it's best to end the program promptly.

Even if you work out of your home office as a sole proprietor with no employees, you can consider bringing in an intern to help with your duties. Many schools value intern programs with microbusinesses because their students get the chance to experience a broad range of real-life circumstances and because they often can become more involved in the important, higher-level activities of the business.

One of the real benefits of establishing an intern program is that you may come in contact with future employees. If a young person fits in well with your other workers, proves to be a self-starter and exhibits a talent for the work, you'll certainly want to consider him or her in the future when hiring.

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