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The Secrets To Hiring An Amazing Intern

Business

Some people have great experiences with interns in their business, and others don’t. I am happy to say I have had lots of great experiences. Over the years, we have had between 2-8 interns per year come through our doors, year on year. Over a 10 year period, more than 30 interns have worked with us, and 7 of those became full-time employees.


Where do you get these interns from?

We’ve never advertised for an intern, as our industry (graphic design, marketing, and web design) tends to attract them. It also helps that we have an office in a central location in London.

We’ve had interns come directly from universities under specific programmes where they must gain real-life work experience at a company to graduate. Others have come through word of mouth, because they were the son or daughter of one of our clients or contacts. I taught a class at a university and one of the students came for an internship with us – and then we hired her full-time.

We've had so many fantastic interns over the years and we make sure to document each of their stories on our blog. And as more have come through our doors, more have come to us from referrals as people see that we are an intern friendly company.

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We have been lucky in this way, as most interns have come to us and we haven't had to go looking for them. But if you want to be proactive, there are some national and international internship programmes you can research in your area to find interns.

Fundamental rules:

You shouldn’t see an intern as a way to get someone working for free. I mention this because I’ve seen it happen a lot. It must be a win-win situation for both parties. They are there to gain experience and learn. You can hire an intern on a short-term basis and hope they will be able to help with the work you have. But boundaries must be set to make this happen.

Take time to review their work and provide constructive feedback. It does take time, but it’s unfair to expect them to come in and do a bunch of work without any feedback. It’s this feedback that is most valuable – telling them what they did well or how they can change things to make it right.

Generally, they will take longer to do tasks.They have chosen an internship as it gives them work experience – so you need to give them tasks where you can be lenient about deadlines. This gives them a bit more time to figure things out without too much stress. It’s still good to set deadlines for each task to give them structure and parameters, but I wouldn’t risk tasking them with work that, if not delivered on time or to a certain standard, might jeopardize a client relationship.

Quality varies. However wonderful your setup is and high your hopes are when you first meet someone, you will still get some people who pass through and take up more time than expected with very little benefit to you. This can happen, and you should just make the best of it.

Over the years I have developed certain tools that simplify the process to give interns a fulfilling experience, so they can learn as much as possible in a short space of time, and so it doesn’t take up too much of my time. My tools give interns structure and clear instructions which means they can focus on the work at hand and avoid feeling anxious or bored.

Pre-qualify: Create a prequalifying one-page sheet to send to prospective interns, outlining the type of tasks, soft skills, and attitudes expected from people who come for an internship.

How much to pay them? For my company, the simplest scenario is hiring interns who need to gain mandatory experience as part of their degree. They don’t need to be paid but they do want a company that can give them real work experience – not data entry or photocopying! This makes the decision much easier, and if we’re not paying them, there is a much lower barrier to entry. Alternatively, if someone comes along who has skills we need for a specific project, we would reimburse their lunch and travel expenses and pay, at the very least, the amount required by law.

What type of work? Include a comprehensive list of the types of tasks you can ask your interns to do. This shows them they will be doing real work that they can practice and learn from. At my company this includes things like entering text into WordPress, picture sourcing, resizing images, organizing photos, writing captions and blog posts, drafting instructions for our coders, word count documents, how to guides, research for social media – anything that can be done behind the scenes and then checked by us.

Trello: This tool has been invaluable for me to pre-draft and assign tasks, store useful reference information, give feedback and track progress. I even use Trello if someone is coming for just a week. Setting up a new Trello board for the intern takes just a few minutes. It’s very intuitive and they are usually very impressed with the tool. I set up the card lists under the headings: To Do, Doing, For Team to Check, Done and References, and I put a few “day one” and “week one” tasks into the “To Do” list.

Day one tasks: On their first day, have a few tasks already pre-written so they can see there is plenty to do. The worst thing is for them to be bored.

Add some tea: I always include “making tea for the team” in my pre-qualifying sheet and the “your first day” one pager. We’re a small company so this will never be a huge task, but if the intern does the tea round on a regular basis, it forces them to speak to others. It may only take a few minutes of their time each day, but it creates a positive response and means they have a chance to do something nice that’s appreciated by others.

Feedback process: Create a working process for them to have their work reviewed. For us, Trello is invaluable. Once a task is ready to be checked, they can move it to the “For Team to Check” list and tag whoever assigned them with an update and questions. They can then move to the next task – ideally, you will have 3-4 pre-loaded tasks, so you know they’ll stay occupied if they finish something and you don’t have time to check it right away.

The first tasks are usually simple things like “go through Trello and add a picture to each card”, “fill out your intake form” and “tag me when you are done with this task”.

Adapt your tasks:

When you have people, who come for internships and work experience, it’s a chance for you both to “try before you buy”. As a business owner, it’s a low-risk way for someone to learn how things run within your business and see how well they do, how quickly they learn, how soon they can be genuinely useful – and at some point, if you’re lucky, how soon they’ll become someone you’d hire. I’ve had 7 of my interns become full-time paid staff in my organization over the years, but many more haven’t made the cut.

When you have people, who come for internships and work experience, it’s a chance for you both to “try before you buy”. Photo Courtesy of NACE

3 possible outcomes

There comes a time-anything from two weeks to six months depending on their situation and the agreement you have, that you need to either let your intern go or possibly bring them closer.

If they’ve really impressed you: With those who are head and shoulders above the rest, be sure to let them know you are very happy with their work. Once the internship is over, you may be able to ask them to continue doing some freelance work until you can hire them full-time (if you feel it’s right).

If they were fine but didn’t blow you away: Hopefully, after their time as an intern, you both found the experience rewarding. They may likely ask you for a reference, and in these cases, I just try and focus on the most positive things – there’s no need to be overly critical and shatter their dreams, even if you wouldn’t enthusiastically hire them.

Complete waste of time: It happens. Sometimes, however well someone does in an interview or seems when they first come along, their skills and attitude can be completely off the mark. I have had two occasions where I had to cut internships short because of these things. But, it hasn’t made me any less enthusiastic about the interns who come along – for the most part, it’s been a fantastic experience.

With this advice in place, you will be sure to attract and inspire amazing interns, who could become future employees, advocates, supporters, and even friends. Your amazing future interns could in one or more of these ways, make a lasting and positive impact on your business.

Career

Male Managers Afraid To Mentor Women In Wake Of #MeToo Movement

Women in the workplace have always experienced a certain degree of discrimination from male colleagues, and according to new studies, it appears that it is becoming even more difficult for women to get acclimated to modern day work environments, in wake of the #MeToo Movement.


In a recent study conducted by LeanIn.org, in partnership with SurveyMonkey, 60% of male managers confessed to feeling uncomfortable engaging in social situations with women in and outside of the workplace. This includes interactions such as mentorships, meetings, and basic work activities. This statistic comes as a shocking 32% rise from 2018.

What appears the be the crux of the matter is that men are afraid of being accused of sexual harassment. While it is impossible to discredit this fear as incidents of wrongful accusations have taken place, the extent to which it has burgeoned is unacceptable. The #MeToo movement was never a movement against men, but an empowering opportunity for women to speak up about their experiences as victims of sexual harassment. Not only were women supporting one another in sharing to the public that these incidents do occur, and are often swept under the rug, but offered men insight into behaviors and conversations that are typically deemed unwelcomed and unwarranted.

Restricting interaction with women in the workplace is not a solution, but a mere attempt at deflecting from the core issue. Resorting to isolation and exclusion relays the message that if men can't treat women how they want, then they rather not deal with them at all. Educating both men and women on what behaviors are unacceptable while also creating a work environment where men and women are held accountable for their actions would be the ideal scenario. However, the impact of denying women opportunities of mentorship and productive one-on-one meetings hinders growth within their careers and professional networks.

Women, particularly women of color, have always had far fewer opportunities for mentorship which makes it impossible to achieve growth within their careers without them. If women are given limited opportunities to network in and outside of a work environment, then men must limit those opportunities amongst each other, as well. At the most basic level, men should be approaching female colleagues as they would approach their male colleagues. Striving to achieve gender equality within the workplace is essential towards creating a safer environment.

While restricted communication and interaction may diminish the possibility of men being wrongfully accused of sexual harassment, it creates a hostile
environment that perpetuates women-shaming and victim-blaming. Creating distance between men and women only prompts women to believe that male colleagues who avoid them will look away from or entirely discredit sexual harassment they experience from other men in the workplace. This creates an unsafe working environment for both parties where the problem at hand is not solved, but overlooked.

According to LeanIn's study, only 85% of women said they feel safe on the job, a 5% drop from 2018. In the report, Jillesa Gebhardt wrote, "Media coverage that is intended to hold aggressors accountable also seems to create a sense of threat, and people don't seem to feel like aggressors are held accountable." Unfortunately, only 16% of workers believed that harassers holding high positions are held accountable for their actions which inevitably puts victims in difficult, and quite possibly dangerous, situations. 50% of workers also believe that there are more repercussions for the victims than harassers when speaking up.

In a research poll conducted by Edison Research in 2018, 30% of women agreed that their employers did not handle harassment situations properly while 53% percent of men agreed that they did. Often times, male harassers hold a significant amount of power within their careers that gives them a sense of security and freedom to go forward with sexual misconduct. This can be seen in cases such as that of Harvey Weinstein, Bill Cosby and R. Kelly. Men in power seemingly have little to no fear that they will face punishment for their actions.


Source-Alex Brandon, AP

Sheryl Sandberg, Facebook executive and founder of LeanIn.org., believes that in order for there to be positive changes within work environments, more women should be in higher positions. In an interview with CNBC's Julia Boorstin, Sandberg stated, "you know where the least sexual harassment is? Organizations that have more women in senior leadership roles. And so, we need to mentor women, we need to sponsor women, we need to have one-on-one conversations with them that get them promoted." Fortunately, the number of women in leadership positions are slowly increasing which means the prospect of gender equality and safer work environments are looking up.

Despite these concerning statistics, Sandberg does not believe that movements such as the Times Up and Me Too movements, have been responsible for the hardship women have been experiencing in the workplace. "I don't believe they've had negative implications. I believe they're overwhelmingly positive. Because half of women have been sexually harassed. But the thing is it is not enough. It is really important not to harass anyone. But that's pretty basic. We also need to not be ignored," she stated. While men may be feeling uncomfortable, putting an unrealistic amount of distance between themselves and female coworkers is more harmful to all parties than it is beneficial. Men cannot avoid working with women and vice versa. Creating such a hostile environment is also detrimental to any business as productivity and communication will significantly decrease.

The fear or being wrongfully accused of sexual harassment is a legitimate fear that deserves recognition and understanding. However, restricting interactions with women in the workplace is not a sensible solution as it can have negatively impact a woman's career. Companies are in need of proper training and resources to help both men and women understand what is appropriate workplace behavior. Refraining from physical interactions, commenting on physical appearance, making lewd or sexist jokes and inquiring about personal information are also beneficial steps towards respecting your colleagues' personal space. There is still much work to be done in order to create safe work environments, but with more and more women speaking up and taking on higher positions, women can feel safer and hopefully have less contributions to make to the #MeToo movement.