We're celebrating 10 Days of Membership! Today's Gift: $20 off your professional membership with promo 10DAYS20OFF
Training, policies and tools to help HR prevent and respond to harassment claims.
Is your employee handbook keeping up with the changing world of work? With SHRM's Employee Handbook Builder get peace of mind that your handbook is up-to-date.
Develop your HR competencies and knowledge in-person in 12 U.S. cities or virtually.
#SHRM18 will expand your perspective – on your organization, on your career, and on the way you approach HR. Join us in Chicago June 17-20, 2018
Paid or unpaid, a summer internship program can be a great recruiting tool, providing employers with ready access to the next generation of talent without the pressure of hiring someone unknown.
But not all summer interns are created equal, which means the success of a summer internship program depends in large part on hiring the right people.
As much as possible, the process an employer uses to hire interns should closely mirror the one it uses to hire regular employees. There are, however, a few fundamental differences employers should keep in mind while recruiting summer interns.
[SHRM members-only toolkit: Employing Interns]
To get the most value out of an internship program, employers should have a clear idea of what roles the interns will fill. Will they be working on a single project from start to finish? Will they be rotating through multiple departments to learn different skills? Take the time to define those roles so managers know what to do with interns when they arrive and so interns know what's expected of them.
Whatever an employer's reason for hiring summer interns, it's important for interns to be assigned meaningful work—not just clerical work—so the company can assess their work ethic and potential as long-term employees.
There are many resources employers can tap into to find candidates for summer internships—mainstream online job boards, local industry association websites, or even direct contact with local universities and professors, particularly if an organization is looking for interns with certain majors.
Because intern candidates won't have a lot of relevant job experience, employers may want to expand their standard interview questionnaire to include questions about applicants' GPAs, extracurricular activities, personalities, coursework, career goals and passions.
During the interview, hiring managers and recruiters might also want to soften their normal interviewing style to put candidates at ease.
Onboarding and Performance Management
Recruiting summer interns is just the first step. How a company trains and manages its interns is just as important, if not more so, than getting them in the door.
Employers should encourage managers to be welcoming on an intern's first day, and if several interns are starting at or around the same time, consider holding an intern orientation session to acclimate them to your workplace. Assigning all interns a mentor can also help them adjust to your organization.
When it comes to performance management, supervisors may want to use a more hands-on approach with summer interns than they would with regular employees, with regular one-on-one check-ins to discuss the progress they've made on assignments, to coach them and to answer any questions.
Deanna Bretado, SHRM-SCP, is a client advocate responsible for the development and implementation of HR and workforce policies, procedures and practices for G&A Partners' clients in San Antonio.
Was this article useful? SHRM offers thousands of tools, templates and other exclusive member benefits, including compliance updates, sample policies, HR expert advice, education discounts, a growing online member community and much more. Join/Renew Now and let SHRM help you work smarter.
You have successfully saved this page as a bookmark.
Please confirm that you want to proceed with deleting bookmark.
You have successfully removed bookmark.
Please log in as a SHRM member before saving bookmarks.
Your session has expired. Please log in again before saving bookmarks.
Please purchase a SHRM membership before saving bookmarks.
An error has occurred
Recommended for you
Five key facts about High-energy visible (HEV) a.k.a. “blue light”
HR Education in a City Near You
SHRM’s HR Vendor Directory contains over 3,200 companies