TO BE, OR NOT TO BE: THAT IS THE QUESTION
Ah, how appealing to have an extra pair of hands around, and at a bargain too! Hiring a hungry young intern sounds like a no-brainer: Your intern benefits from the experience and the opportunity to begin his or her career. Your company benefits because you increase your productivity and hopefully train your next full-time employee. If done right, the intern position is win-win. Alas, it may not be a good fit for every organisation – just ask Bill Clinton.
Unlike Hamlet’s dilemma, deciding whether or not to hire an intern is a logical process. As Hamlet’s Polonius pointed out, “Though this be madness, yet there is method in't.”
PROS:
· Increased Productivity
When there is a useful intern around, you are able to get more work done without the constraints and costs of a full-time hire.
· Recruitment Possibilities
Often, the primary reason for hiring an intern is as a great recruiting tool. The ideal outcome is to have a fully trained employee who is well versed in your company and available for any opening. Add to that, studies show that the retention rate of employees who starts out as interns is higher than those who do not.
· Time Saving
Combine the two pros above, and hiring interns with a good work record as full-time employees can save employers time and money that would have otherwise gone to attracting, interviewing and training viable job candidates.
· Youthful Perspective
The age of potential interns gives you fresh insight and expertise in the fields of social, digital marketing, and website design and development.
CONS:
· Time Constraints
A properly structured training and evaluation system is needed for a successful internship. For your intern to have a positive learning experience, he or she will need mentoring – which takes time which you may not be able to afford.
· No Plans To Hire
If you don’t see yourself recruiting an intern at some stage, there is little motivation for the intern; and it’s a waste of resources for you. An excellent example of this is at Netflix – who state outright that they have no need for interns, as the pool of already-qualified and experienced candidates is huge for a company of their stature.
· In Need of a Part-timer
Having that extra pair of hands is more of a liability when the owner of said hands has no real-world experience. Even the top-mark interns often lack the knowledge or confidence to apply their textbook brilliance in face-to-face interactions.
· No Mentoring Temperament
Training and supervising an inexperienced intern requires real-world work experience in their field of study, and a professional work environment that will be welcoming, communicative, and supportive. This means that one or more employees needs the time and patience to train, mentor, and supervise. Staff who are brilliant at their jobs, may not be brilliant at sharing their experience. Polonius wisely counselled, “This above all: to thine own self be true.”
**Watch out for Part 2 next week**
To find out more about whether interns are a good fit for your organisation, get in touch:
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