As spring rolls in, many companies start looking for summer interns or temporary help. Now is a great time to brush up on best practices to make sure your internship program runs smoothly and benefits everyone involved. Hiring summer interns is an opportunity to develop future talent, bring in fresh perspectives, and energize your company.

Compensating Summer Talent

Career services professionals recommend paying interns at least the local minimum wage. Even though the Fair Labor Standards Act (FLSA) doesn’t specifically define “interns” or exempt them from minimum wage or overtime, it’s a good rule to follow. Most HR experts see interns as professionals in training and apply regular wage rules to their pay. This can significantly impact their engagement, motivation, and perception of your company.

Creating a Meaningful Internship Experience

• Craft a Clear Intern Policy. Outline the intern’s role, responsibilities, and what’s expected of them. Include details such as pay (hourly wage or stipend), any other benefits they will receive, work schedule, and company culture.
• Set Up Supervision and Mentorship. Assign a dedicated supervisor to mentor the intern, facilitate learning opportunities, address any questions or concerns, and provide constructive feedback. Check in often to make sure the intern is learning and contributing effectively.

By implementing these simple practices, your internship program will not only serve your company’s needs but it will provide an invaluable growth opportunity for future professionals.

The Employer Group provides our clients with expert guidance on building successful internship programs. Interested in learning more? Contact us at [email protected] or 800-406-9675.

 

 

This information does not constitute legal advice.