Jun
04
Theme of the week: Interns
Filed Under Weekly Theme, Business Stuff by Jenni Prokopy
I’m considering employing an intern for a brief period this summer, and I’m curious to hear what other folks do to prepare for - and work with - an intern. Here are some of the things I’ve got on today’s to-do list:
  • Create a brief overview of my business and my goals for the coming weeks, and put it into bigger perspective as well - the 1-year, 3-year and 5-year plan.
  • Decide on a work schedule. Will s/he work 9-5, or put in a minimum number of hours per day? How flexible do I feel like being?
  • Build a list of potential tasks an intern could do with some guidance from me.
  • Build a list of potential tasks an intern could do without my observation.
  • Provide an overview of the working conditions, i.e. - I work for myself, so you’ll likely be sitting on my couch, and sometimes working on the other side of my desk when I’m at my part-time rental office, or even at a cafe.
  • Look into insurance for my intern; should I consider having coverage?
  • Create a measurement system. How will I know if s/he is doing well? How will I convey that to the intern?
  • Find out if my potential intern will want an exit interview, reference, etc. once s/he is done, i.e. something s/he can give to a teacher or potential employer.
That’s what I’ve got on the brain so far. I would really LOVE to hear from other folks about how they handle interns. Please comment here, and feel free to give me a call, too. Thanks!
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Comments:
2 Comments posted on "Theme of the week: Interns"
Chris Benevich on June 4th, 2008 at 3:32 pm #

Jenni, have you considered perusing university websites to see what their requirements are? Even if you hire independently, that would arm you with the process, conditions, et al to which interns are accustomed. Good luck!


rickey gold on June 6th, 2008 at 11:22 am #

I don’t think you need to go into so much detail (I know, you’re uber-organized!).

I’m on intern #5 (no, not cuz they don’t like me…they just graduate and move on…except for my last one who, fortunately, is still here part-time ..and fabulous!).

My suggestions:
- identity requisite skills your intern must have
- if missing some, will you be teaching them?
- create a job overview of tasks
- work schedule, of course. Can he/she work virtually at times or only on-site.
- I’ve never offered insurance for an intern. Your call but unless this is a full-time employee (or you’re following in the footsteps of Starbucks), it’s not your responsibility.
- measurement system: if something is done incorrectly, I show my intern immediately and request that she be more careful in the future. Then I’m careful to monitor this. Don’t put off anything. Your business is at stake when someone is working for you.
- never done exit interviews but I have filled out progress reports since a few of my interns have received credits for their internship with me.
Am also used as a reference for jobs.

I LOVE having interns and get them involved in brainstorming creative ideas as much as possible. That said, I’ve been fortunate to get smart, eager-to-learn students. I also love the mentoring process. So my interns get a lot of hands-on experience working with me.

Call me if you want to discuss further.

btw….be very careful of letting interns do PR.


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