How to hire summer interns

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Recruiting an intern can be a great way to get the help you need from an energetic student who is eager to learn. However, before you place your ad on a trainee, you need to take certain steps.

Here are some ways to hire summer interns

Create a coherent program

  • Before you can hope to attract the best trainees and create a sustainable experience for them, you need to set a timetable and stay season after season. It means determining things like wages, the number of trainees you need per season, and the role of the trainees as a whole. Be honest with yourself about the type of interns you are looking for and how the tasks you entrust to them can meet the aspirations of the trainees to strengthen the brand of your company with future employees. Otherwise, you and the trainee are in a long case.

Choose the right interns

  • Interns can only be temporary workers, but they always have a big impact on your team. An intern who is not motivated, unproductive or useless may affect the morale and efficiency of your team. But a great job can give your work a fantastic new perspective and even become your new rock star at the end of the summer. So, when interviewing and hiring interns, it’s important to remember what you’re really looking for. Depending on what your intern would like to do, you may be looking for work experience or specific references, but they should not always take your decision into account as you think. More importantly, look for students who are genuinely interested in your industry or position. While it may be helpful to ask future apprentices about their passions and career prospects, you should also look beyond that: Which extracurricular clubs and activities are they involved in? For example, if you are looking for an intern, write for the school paper, or do you have a blog? What students do in their free time can be a good indicator of what they really love.

Know the laws on minors.

  • If you wish to hire an intern under the age of 18, you should know the national and federal legislation for minors in the workplace, such as: Minimum wage requirements and restrictions that miners or working hours can impose. The Ministry of Labor website provides more information on hiring minors.

Be careful with unpaid internships.

If your internship is unpaid, it must meet six requirements of the Ministry of Labor:

The internship should be similar to training in an educational environment.

The internship experience has to be for the trainee.

The apprentice does not postpone regular employees, but works under strict supervision of the existing staff.

The intern is not necessarily entitled to a job at the conclusion of the internship.

The employer and intern understands that the intern is not entitled to a salary for the duration of the internship. If the internship does not meet the criteria, your company could break the law and possibly pay wages and pay fines. Depending on the amount of time and energy you need to work with a trainee and the type of work you need, it may be easier in the long term to pay the trainee.

Register your internship

  • Local colleges, universities and high schools usually have internship programs in their career centers or placement offices. This is a good place to look for apprentices because they know they are local. Keep in mind that there are usually documents to complete to ensure that your internship meets the school’s criteria. You can also register your internship at websites such as interns or Simplicity who specialize in student jobs.

Have a plan to update the intern.

  • Your intern will be with you only for the summer. Use this time by developing an intern integration and training plan so that you and the trainee can benefit from the experience. Either you or the trainee’s direct supervisor must provide trainees with regular performance assessments to ensure the trainee is on track.

Challenge your interns

  • Do not limit your trainees to document files or Starbucks races. Apprentices do internships instead of regular jobs because they want to learn, grow and grow. Try to transfer a project to your intern, or ask for creative ideas to solve a problem in your business. You will be surprised what youth and energy can do.

Choose wisely

  • Go fast, but not in a hurry. It is always important to evaluate your potential trainees in the short time. Because many interns have similar work experience and skills, it is important to determine whether they are consistent with employee culture and the tasks to be performed. Determine what you value most about your employees and apply them to your trainees. When we switch to Switch, we’re looking for qualities like ambition, energy, and agility. We are also looking forward to a dynamic class of trainees and try to hire apprentices of different ages / educational backgrounds, cultural backgrounds and with school majors.

Have a training day

  • Remember to sign up for an intensive and comprehensive one-day training course for each class of participants. Interns are short-time workers and therefore do not need weeks or weeks of training for their position. However, you need and deserve the company’s attention for this first day. For me, this means involving all our apprentices in our entire business process and teaching them everything about technology, from the depths of the algorithm to the challenges of the user experience to our model long-term business.

Stay connected

  • If you find a good intern, add him to your contact database. The trainee can return the following summer, work part-time during the school year, or even become a full-time employee after graduation.
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