Gearing up for Summer Interns

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Published on Wednesday, 20 March 2019 00:00

It’s barely Spring and yet here we are already looking into Summer. This is perhaps not by choice but because Summer Interns are actively seeking potential employers for internships. If your organization has intentions of employing Summer Interns, it’s time to proactively prepare.

Summer Interns can bring many different benefits to an organization. Some of those benefits may come through the Summer Intern’s unique perspectives and skill sets. Other benefits consist of easier recruitment for the employer in terms of future employment opportunities. Forbes recently reported on permanent placements of Summer Interns following internship programs: “In 2018, the offer rate for interns was 59%, the acceptance rate was 77.3% and the conversion rate was 45.6%, according to the National Association of Colleges and Employers (NACE).” (Fallstrom, 2019).   

Below we offer areas of consideration regarding how to gear up for Summer Interns:

• Recruitment of Summer Interns. Summer Interns are typically recruited from mainstream online job boards, college career fairs and through direct contact with local universities, specifically if your organization is looking for someone in a certain major. Summer Interns may be recruited through family and friends but it’s important to be cautious of potential complications and conflicts this could bring. 
• Impact to Your Business. It’s important to consider whether your organization will be able to assign the Summer Intern with meaningful work and not just clerical tasks. Consider the overall impact to your business needs and culture.
• Performance Management and Career Development. Determine if your organization will be able to devote time to the Summer Intern for his/her onboarding, performance management and career development. Consider having one or two mentors who can be available to assist the Summer Intern during the duration of the internship assignment.
• Paid or Unpaid. Keep in mind that Summer Interns are typically more dedicated when they are paid for an internship assignment. It’s important to consider what tasks the Summer Intern will be performing. Consider whether the Summer Intern is being paid to perform tasks like that of an employee. This could potentially complicate your organization’s compliance with the Fair Labor Standards Act (“FLSA”). We have provided a link to the U.S. Department of Labor (“DOL”)’s Fact Sheet #71 which may be helpful to your organization when contemplating whether to compensate a Summer Intern.  https://www.dol.gov/whd/regs/compliance/whdfs71.pdf.

For more tips on how to prepare for Summer Interns, please contact HR Partners at 785-233-7860. In addition, we would be pleased to assist you with any other HR matter your business may need guidance with.

Bretado, D. (2017, June 16). Tips for Recruiting Summer Interns. Society of Human Resources Management, retrieved from https://www.shrm.org/resourcesandtools/hr-topics/talent-acquisition/pages/tips-recruiting-summer-interns.aspx.

Rosenberg, J.M. (2019, February 25). What a Summer Intern? Now’s the time to be recruiting. FOX NEWS Network, LLC, retrieved from  https://www.foxbusiness.com/markets/want-a-summer-intern-nows-the-time-to-be-recruiting.

Fallstrom, R. (2019, February 19). Six Ways to Make an Internship Program Mutually Rewarding. FORBES, retrieved from https://www.forbes.com/sites/forbescommunicationscouncil/2019/02/19/six-ways-to-make-an-internship-program-mutually-rewarding/#4ee1ffc86a94.

Fallstrom, R. (2019, February 19). Six Ways to Make an Internship Program Mutually Rewarding. FORBES, retrieved from https://www.forbes.com/sites/forbescommunicationscouncil/2019/02/19/six-ways-to-make-an-internship-program-mutually-rewarding/#4ee1ffc86a94.