Summer internships can be a win-win opportunity for both the student and the employer. For students, it’s an opportunity to expand their knowledge and skills while gaining some work experience for their resumes. For employers, it’s an opportunity to build a pipeline for future talent needs and to create more awareness about your company. The key is making it a positive experience. Here are some tips.
Follow the Department of Labor guidelines regarding payment. If you hire paid interns, the same minimum wage and overtime laws apply to them as apply to your fulltime employees. With paid interns you have more flexibility in terms of the type of work you can have them do. If you hire unpaid interns, be sure you understand the California Department of Labor guidelines for determining whether the intern is entitled to wages. The DOL considers the following 6 criteria in determining whether an intern is entitled to wages in exchange for his or her services. An unpaid internship must meet these criteria:
- The internship is similar to training that would be given in an educational environment
- The internship experience is for the benefit of the intern
- The intern works under close supervision of existing staff and does not displace regular employees
- The employer derives no immediate advantage from the activities of the intern, and, on occasion, its operations may even be impeded
- The intern is not necessarily entitled to a job at the end of the internship
- The employer and the intern understand that the intern is not entitled to wages for the time spent in the internship
Be clear about expectations. The intern may have little or no work experience. Outline expectations, supervision, etc. Ideally, tie the work to their school curriculum (this is especially important for unpaid interns). Consider what tools, resources and training they might need to fulfill expectations and include that in your planning.
Assign a buddy or mentor. Interns are there to learn, so by definition they will have questions. Assign an experienced employee within the department where they’ll be working to be the “go to” person for their questions and concerns. Be sure that the buddy is a good representative of the company and the culture. Encourage them to take the intern to lunch at least on the first day, and to check in with them frequently during the first week when interns (or even regular employees!) often feel a bit lost.
Involve them. Interns with a good summer experience can be your best “ambassadors.” Invite them to company meetings, as appropriate, “Lunch and Learn” events, and team meetings where they can observe business in process, learn about your products and services, and have a more integrated experience.
Create opportunities for them to learn about their chosen field. Help interns set up “informational interviews” with selected employees who can provide them with practical guidance and “lessons learned” from their experience in the field.
Make it fun. Consider hosting a barbecue or breakfast or other special event during the summer where interns can mix with other employees and management in an informal environment.
Remember, every person who interacts with you and your business is a potential advocate or detractor. You know this about customers, but also keep it in mind when you are interacting with job candidates, temporary employees and summer interns. At the end of the summer interns will be going back to their respective campuses and relaying to other students (perhaps some of your future job candidates) the experience they had at your company. Be sure you make it a good one.