If your business is growing in amazing ways, you might feel as if you can’t handle the load. But just because you are busy, doesn’t necessarily mean that you are making any extra money. Especially if your business is new or just now turning a profit, you’d hate to micro-manage anyway. This is one of the great reasons for interns. But how to hire an intern is a question which many business owners struggle with. Here are some suggestions to iron out the intern hiring process.
The first point about how to hire an intern is that you want to be clear with your applicants that this is an internship. You need to be firm and upfront about what you are willing to offer them and you need to be clear about what you expect from them if they are offered a chance. You might not even be aware of the level of interest depending on your industry. People are hungry for experience and getting themselves quality work experience. An internship offers those without a window into this life. Of course, if you are not paying the intern, you are giving them the experience. You also should be clear about your expectations from them. If you are going to spend any time getting someone up to speed about what you are doing it would be a shame for them to just leave one day with all of that knowledge you’ve given them. Per diem, free product and connections are another selling point for an intern to spend some months with you.
Whether you are dealing with kids fresh out of college or older applicants trying to get their foot in the door of your industry, you should have a minimum threshold for qualifications that your interns should bring to the table. If you are in the business of holistic massage and your intern applicant can’t even tell you what holistic massage means, you might need to look elsewhere. At the same time, you can’t get too hung up on every little point that’s not covered by an otherwise great applicant. A lot of hiring an intern is one part resume and part gut check.
Another thing you should talk about is the possibility or not of job advancement. That is, if you want to reach “X” amount in sales that you think is reasonable to expect after you bring on another body and then you will open up a paying position, that’s huge. So you should let your applicants know about this when are in the selection process. Many intern applicants are just on break from school or can’t commit to taking on real work right now. But if you are not overly clear with your applicants about the possibility or not of work afterwards, then inevitably someone will be disappointed.