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Hub You - Build Your Business (On A Shoestring): Hire a College Intern
It’s all about who you know, not what you know.How many times have you heard this phrase?In other words, the rumor is that if you don’t know the right people, you can’t get anywhere.Don’t buy into this rumor.Sure, there might be instances where you have to know the right person to get your foot in the door and there are certainly times when knowing someone might be the only way you can get hired with a particular company.Certainly there are instances where a new manager gets rid of existing staff and brings “their own people” (ie. their friends) in to replace them. Fortunately this tends to be the exception rather than the rule.I’ve often found that the “it’s not what you know it’s who you know” rumor gets started by underachieving people who look to make excuses for their own lack of success.Even if it is true, I’ve always thought that I probably wouldn’t really be interested to work for a company anyways if the only way to get hired is simply by knowing the right person.Hiring people based on who they know rather than what they know is not the way to build a strong company so I wouldn
4. To pay or not to pay? That is the question. Nowadays, interns are readily available for pay or no pay. The hiring market for new college graduates is rather strained so they know that any and all work experience they gain prior to graduation will serve them well in the future.
5. Offer benefits other than money. Money is not the “be all, end all” of a relationship with your intern. Many interns are looking to learn new skills which can best be learned in a real-life scenario. They also know the importance of networking and the possibilities that might accrue by meeting the right person at the right time. In addition, if they really enjoy the experience (and you do, too), they’ll want you to write them a letter of recommendation or serve as a reference in the future.
In business management classes across the country MBA students study business ethics. In fact, there are now MBA degrees available that are called Ethics MBAs. But in the real world how ethical is the business community? How ethical is our own government?How many business travelers for their corporations charge personal items to their credit cards of their corporations? Corporations watch this very closely to make sure everyone follows the rules. Not everyone follows the rules and often there are people who go to extreme lengths to hide their misdeeds.From a business ethics standpoint corporations and their workers are much more honest and forthright than those who work in government. In fact government credit card abuse at all levels of government is at an all-time high. It is so bad that the federal government actually had to make another law to try to curb the abuse of government credit cards. Has this new law helped?Actually it looks as if it has on paper audits but in reality those fine folks in government still abuse their government credit cards, which is taxpayers money. The problem is so severe and the punishmen
Not only are you selling your product or service, you’re marketing it, doing the accounting, paying the bills, answering the phones, designing and updating your website and preparing and sending out mail. And, certainly for your own business, you can easily think of ten or fifteen additional tasks to be done in addition to these. In the early days of your start-up, many if not most of these tasks seem doable. But, once you’ve started making sales or the public interest in your business begins to grow, wearing all the hats becomes impossible, frustrating, and highly stressful.
One quick and easy solution is to hire an intern – a college intern. During my corporate career in finance, I made use of many college interns over the years. Not only were they diligent, responsible, and some of the best employees, they were eager to learn and to contribute ideas. My interns were reliable and many of them hired on as regular employees after graduating from college.
With more and more college students choosing to start their own businesses rather than working for others, having a first-hand opportunity to work in a business start-up, like yours, might be just what they’re looking for. So how can you find an intern that will be just right for you and your business?
Simples Steps to Hiring an Intern
1. What do I need to do? What can the intern do? One of the first things to do is to take a clean sheet of paper and begin writing down all the tasks that you perform in your business – and I mean everything. Next, decide what tasks you absolutely need to do yourself and which ones might be assigned to an intern. Typical tasks that you do might include:
- inputting business card data into your database
- contacting local chambers of commerce and ordering mailing lists
- marketing mailings – printing letters, stuffing envelopes, putting stamps on letters
- writing and updating your marketing plan
- keeping your marketing calendar current
- calling on prospects – phone and in person
- writing marketing collateral
- updating website information
- confirming appointments with clients
- writing and updating your business plan
- appearing at tradeshows (perfect for an intern to work as your assistant)
- buying office supplies
- going to the post office to mail packages, letters, etc.
- miscellaneous errands
- meetings with clients
- reviewing local newspapers, business periodicals and trade journals for possible business prospects or other opportunities
- article clipping
- attending chamber functions and other networking events
- filing
- answering phones
- bookkeeping
Certainly there are a lot of things to do in your business! And, obviously, not all of these can be done by anyone other than you. Once you’ve drafted a comprehensive list of tasks, using different colored high-lighters, or something as simple as a check-mark, determine which of these tasks can be assigned to someone else. This will become the basis for writing up a job description for your intern.
2. Drafting a job description. Write up a simple job description that includes a list of tasks you need completed on a weekly basis. Also, estimate how much time these tasks will take and, if possible, what days of the week might be best for someone to work for you.
3. What type of intern? My suggestion is to hire a college intern who has background in the areas that you most need help with. For example, if your start-up is heavily focused on using computer technology to either produce your product or service, or if it is a significant part of the interface with your clients, hire an intern who is studying computer science. On the other hand, if you have a business focusing on delivering corporate sales training programs, hire a marketing major. If you have general office work that needs to be done, consider a business administration student.
4. To pay or not to pay? That is the question. Nowadays, interns are readily available for pay or no pay. The hiring market for new college graduates is rather strained so they know that any and all work experience they gain prior to graduation will serve them well in the future.
5. Offer benefits other than money. Money is not the “be all, end all” of a relationship with your intern. Many interns are looking to learn new skills which can best be learned in a real-life scenario. They also know the importance of networking and the possibilities that might accrue by meeting the right person at the right time. In addition, if they really enjoy the experience (and you do, too), they’ll want you to write them a letter of recommendation or serve as a reference in the future.<
In the twenty-plus years I have been working in human resources, I have been able to see first hand the mistakes most often made by new and seasoned supervisors, managers, and others who lead employees.Over time, I have consolidated these common errors into four major mistakes. See if you or someone in your organization is making these mistakes needlessly by reviewing the following list:1. GIVING FEEDBACK BASED ON PERSONALITY INSTEAD OF BASED ON DATA, BEHAVIOR ORRESULTS.Sometimes called the "halo or horns" effect, this phenomenon is seen when a management member tries to turn everyone on the team into a "mini me". Certain his or her personality type or style is the best, this supervisor offers advice, counseling, feedback and even disciplinary action based on style or personality traits instead of on data, numbers, observed behaviors and other objective criteria.2. FAILING TO ENSURE SOMEONE'S DIGNITY AT THE BEGINNING, DURING AND AT THEEND OF A ONE-ON-ONE.The single most important component when giving someone corrective feedback is to ensure that person can walk away with dignity. When two people
With more and more college students choosing to start their own businesses rather than working for others, having a first-hand opportunity to work in a business start-up, like yours, might be just what they’re looking for. So how can you find an intern that will be just right for you and your business?
Simples Steps to Hiring an Intern
1. What do I need to do? What can the intern do? One of the first things to do is to take a clean sheet of paper and begin writing down all the tasks that you perform in your business – and I mean everything. Next, decide what tasks you absolutely need to do yourself and which ones might be assigned to an intern. Typical tasks that you do might include:
- inputting business card data into your database
- contacting local chambers of commerce and ordering mailing lists
- marketing mailings – printing letters, stuffing envelopes, putting stamps on letters
- writing and updating your marketing plan
- keeping your marketing calendar current
- calling on prospects – phone and in person
- writing marketing collateral
- updating website information
- confirming appointments with clients
- writing and updating your business plan
- appearing at tradeshows (perfect for an intern to work as your assistant)
- buying office supplies
- going to the post office to mail packages, letters, etc.
- miscellaneous errands
- meetings with clients
- reviewing local newspapers, business periodicals and trade journals for possible business prospects or other opportunities
- article clipping
- attending chamber functions and other networking events
- filing
- answering phones
- bookkeeping
Certainly there are a lot of things to do in your business! And, obviously, not all of these can be done by anyone other than you. Once you’ve drafted a comprehensive list of tasks, using different colored high-lighters, or something as simple as a check-mark, determine which of these tasks can be assigned to someone else. This will become the basis for writing up a job description for your intern.
2. Drafting a job description. Write up a simple job description that includes a list of tasks you need completed on a weekly basis. Also, estimate how much time these tasks will take and, if possible, what days of the week might be best for someone to work for you.
3. What type of intern? My suggestion is to hire a college intern who has background in the areas that you most need help with. For example, if your start-up is heavily focused on using computer technology to either produce your product or service, or if it is a significant part of the interface with your clients, hire an intern who is studying computer science. On the other hand, if you have a business focusing on delivering corporate sales training programs, hire a marketing major. If you have general office work that needs to be done, consider a business administration student.
4. To pay or not to pay? That is the question. Nowadays, interns are readily available for pay or no pay. The hiring market for new college graduates is rather strained so they know that any and all work experience they gain prior to graduation will serve them well in the future.
5. Offer benefits other than money. Money is not the “be all, end all” of a relationship with your intern. Many interns are looking to learn new skills which can best be learned in a real-life scenario. They also know the importance of networking and the possibilities that might accrue by meeting the right person at the right time. In addition, if they really enjoy the experience (and you do, too), they’ll want you to write them a letter of recommendation or serve as a reference in the future.
Customer service is the most vital asset for Business either it is online or offline. It's the critical factor which determines if your business has a future or not. There are two vital components to every interaction you have with a customer1) The purchase or transaction 2) The relationshipIn order to distinguish yourself among your competition, providing just good service is not enough. The same do your competitors. You must provide EXCELLENT service. That will happen following these rules:a) Solve your customer's problems as fast as you can without hassles.b) Your employers should know their stuff and be well trained.c) Treat customers with respect, a quick response, and appreciationd) Authorize employees to provide as accurate information as they can and make things happen for customers.e) The customer should leave with a positive feeling.One of the most serious problems corporations and small business deal with customers is the defection effect. It is the silent process where the customer takes his business from you and start dealing with your competition. This happens with
Certainly there are a lot of things to do in your business! And, obviously, not all of these can be done by anyone other than you. Once you’ve drafted a comprehensive list of tasks, using different colored high-lighters, or something as simple as a check-mark, determine which of these tasks can be assigned to someone else. This will become the basis for writing up a job description for your intern.
2. Drafting a job description. Write up a simple job description that includes a list of tasks you need completed on a weekly basis. Also, estimate how much time these tasks will take and, if possible, what days of the week might be best for someone to work for you.
3. What type of intern? My suggestion is to hire a college intern who has background in the areas that you most need help with. For example, if your start-up is heavily focused on using computer technology to either produce your product or service, or if it is a significant part of the interface with your clients, hire an intern who is studying computer science. On the other hand, if you have a business focusing on delivering corporate sales training programs, hire a marketing major. If you have general office work that needs to be done, consider a business administration student.
4. To pay or not to pay? That is the question. Nowadays, interns are readily available for pay or no pay. The hiring market for new college graduates is rather strained so they know that any and all work experience they gain prior to graduation will serve them well in the future.
5. Offer benefits other than money. Money is not the “be all, end all” of a relationship with your intern. Many interns are looking to learn new skills which can best be learned in a real-life scenario. They also know the importance of networking and the possibilities that might accrue by meeting the right person at the right time. In addition, if they really enjoy the experience (and you do, too), they’ll want you to write them a letter of recommendation or serve as a reference in the future.
I got yelled at tonight. Not the type of yelling that someone does when you’ve done something to tick someone off, but the kind of yelling that was a swift kick in the pants about something that I'm NOT doing.I probably deserved it. I needed to hear it. But it made me edgy and I tried to make excuses.Nope! That didn’t work. I continued to get the lecture.Now I know you are all dying to know what I did that wasn’t exactly right. Mary? Got yelled at? How DARE they?Here’s what happened. Tonight my husband and I met out a friend from swimming and a woman I set him up with on a blind date. Lets call him Bill. If you read the entry that he dances to his own tune, then you’ve met Bill.In my book, he’s a consistent and dedicated swimmer. The lecture was about the fact that: I’M NOT.I miss practice. I get there a tad late. And, I miss practice.I told him I HAVE A LIFE. I have a child! I need my sleep!He reminded me that I have a goal. I want to make nationals. I want to lower my time. I’m pretty close to doing it too.So, here I am at 3 in the morning writing about the fact that I got yelled at.
Certainly there are a lot of things to do in your business! And, obviously, not all of these can be done by anyone other than you. Once you’ve drafted a comprehensive list of tasks, using different colored high-lighters, or something as simple as a check-mark, determine which of these tasks can be assigned to someone else. This will become the basis for writing up a job description for your intern.
2. Drafting a job description. Write up a simple job description that includes a list of tasks you need completed on a weekly basis. Also, estimate how much time these tasks will take and, if possible, what days of the week might be best for someone to work for you.
3. What type of intern? My suggestion is to hire a college intern who has background in the areas that you most need help with. For example, if your start-up is heavily focused on using computer technology to either produce your product or service, or if it is a significant part of the interface with your clients, hire an intern who is studying computer science. On the other hand, if you have a business focusing on delivering corporate sales training programs, hire a marketing major. If you have general office work that needs to be done, consider a business administration student.
4. To pay or not to pay? That is the question. Nowadays, interns are readily available for pay or no pay. The hiring market for new college graduates is rather strained so they know that any and all work experience they gain prior to graduation will serve them well in the future.
5. Offer benefits other than money. Money is not the “be all, end all” of a relationship with your intern. Many interns are looking to learn new skills which can best be learned in a real-life scenario. They also know the importance of networking and the possibilities that might accrue by meeting the right person at the right time. In addition, if they really enjoy the experience (and you do, too), they’ll want you to write them a letter of recommendation or serve as a reference in the future.
The labor recession is over. During the course of the recession, almost 500,000 IT positions were lost according to publicly collected data and anecdotal information suggests even more. According top a recent poll, American business will add over 200000 new IT jobs in 2005. Your staff will probably be scanning job boards to see their value and blocking access is useless; they’ll only do it at home.So now that companies are hiring again, where are they going to find their staff of educated experienced professionals?In most labor recessions, the group most affected by staff reductions is that of older, more experienced workers. These individuals have often accepted managerial positions that are less in demand as firms do fewer new projects and are often maintaining existing systems. Yet, initial demand during a recovery is for staff level professionals who are involved with execution, rather than managing. Thus the most affected group is the one least sought after when the recovery comes—unless they have used this time to revitalize their core technical skills and reposition themselves as staff, rather than management.The other i
4. To pay or not to pay? That is the question. Nowadays, interns are readily available for pay or no pay. The hiring market for new college graduates is rather strained so they know that any and all work experience they gain prior to graduation will serve them well in the future.
5. Offer benefits other than money. Money is not the “be all, end all” of a relationship with your intern. Many interns are looking to learn new skills which can best be learned in a real-life scenario. They also know the importance of networking and the possibilities that might accrue by meeting the right person at the right time. In addition, if they really enjoy the experience (and you do, too), they’ll want you to write them a letter of recommendation or serve as a reference in the future.
There are other ways you can “compensate” your intern. Consider developing a coaching program for them which entails teaching them your business in an organized manner. Teach them the steps of creating a business from scratch. By having them assist with all aspects of the business, you may be opening up the door for them to start their own.
Consider offering them commissioned-based compensation based upon product or service sales they close on their own. Or, you might design an internship where they can earn college credit. Contact the appropriate faculty member in charge of credit-based internship programs to see if you might be able to create a development program which will fulfill some of their elective credit hour requirements.
6. Minimum requirements. Before you’re ready to contact your local college or university to place the advertisement for an intern, make sure you have the following information ready:
- Company Name
- Company Address
- Your Name
- Telephone Number (you may not wish to give out your telephone number so that applicants are forced to submit resumes through fax or via email)
- Fax Number
- Email Address
- Job Description (including complete list of expected tasks, expected number of hours to be worked, days to be worked (if necessary), hourly rate of pay (if applicable), negotiable rate (if you wish to evaluate their qualifications before setting a rate)
- Type of college major desired (business administration, accountancy, finance, computer science, etc.)
- How best to contact you (phone or email) and what to send (resume, letters of recommendation, transcripts, etc.)
7. Contact career services. Once you’ve gathered all the necessary information, contact the career services center of several local colleges and universities. They will either give you online access to a system where you can input your job description information, or you can simply provide them with the information and they will do it for you. Once your posting is approved, it will be made available for students to access.
8. Gather resumes and start interviewing. Allow your advertisement to be posted for at least two weeks. Start sorting through resumes right away to see who might be the best fit. Begin setting up interviews immediately to find the best candidate for the position.
9. Interviewing. Ask both closed and open-ended questions. Closed-ended questions require a yes or no answer, whereas open-ended questions request explanation and elaboration. Find out about their prior work experience; ask for examples of how they’ve handled particular situations, all while carefully evaluating their communication skills. You might even ask for a copy of one their class papers to assess their writing skills. Make sure that you are comfortable with them in every aspect. After all, you will be entrusting them with your top priority – your business.
10. Status reports. You might consider asking your intern to fill out a weekly status report which tracks the assignments completed, including how much time each task required. It will give the intern a sense of accomplishment with respect to their contributions, while providing you with useful information about what has been completed.
11. Enjoy the benefits. There’s so much to gain from building relationships with others. While the intern is learning from you, you’ll be surprised at how much you will learn from him or her. Encourage them to take ownership and pride in what they are doing, praise and acknowledge them frequently for jobs well done, and welcome their comments, criticisms, and contributions.
Using college interns to help you with your business is not only a cost-effective way to get things done, but it’s a wonderful way to contribute to the knowledge and experience of someone who might very well follow in your footsteps. In any case, it can be a win-win situation for everyone.
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