Bursts of Color - Interns!
A few weeks ago I wrote in praise of entry level hiring, so today I'm following up with a natural extension: interns!
Yes, it's that time of year, and I happen to know a bunch of potential interns given the ages of my friends and my kids. I’ve already sent a few of these prospects your way, so thanks for reading another note on the topic. :)
Great Risk:Reward Profile
Unlike an ongoing hire, most internships require very little investment or ongoing commitment: usually just a modest effort to establish the role plus $10k or less in total cash outlay (e.g., $20-25/hr x 6-12 weeks).
Typical returns on this modest investment include:
Extra pair of hands to pitch in with whatever “grunt work” needs doing.
Test case for potential ongoing roles.
Management/development opportunity for a standout IC on the existing team.
Dose of enthusiasm for the whole team, because almost everyone likes having a youngster around.
Plus upside potential if the intern is great:
Breakout progress on something you otherwise would not have funded.
A future full-time team member (some of my favorite teammates started as interns).
And very little downside: unlike a full-time hire... because even those that aren't great have a built-in end date.
Summers and Beyond
Summer is the most common time for college internships, but it's not the only one. For example, I know several of you who hire part-time interns during the school year... and upgrade the best ones for full time roles when the situation allows.
A Few Suggestions
If you decide to hire one of more interns this year, a few things that may help:
Appoint a manager or buddy who will be available to check in daily and provide a little coaching (note, this can be a great a leadership opportunity to someone who's been wanting it).
Assign bite-sized projects with clear deliverables and dates, especially in week one.
Since this may be the intern’s first professional experience, offer suggestions on basics like email writing, etc.
Have them prepare and deliver a presentation of some sort at the end of their internship.
Take them out to a group lunch on the first day, last day and perhaps once or twice in between.
Encourage in-person work as much as reasonable (they’ve all tried remote school to our collective detriment).
Pay them. It’s inexpensive and usually the right thing to do.
If you would like any specific leads, just let me know the profile/s you're looking for and I'll be happy to try.