What do you do if you're a small business looking to select interns?

Hiring an intern is a really exciting time for candidates and businesses! It's a chance to breathe new life into your workforce and welcome new perspectives and skills. Consider future skills demand and talent shortages, inclusivity goals and the legacy you're seeking to create.

When selecting interns for your small business, it's crucial to define your internship goals clearly. Review applications thoroughly to ensure candidates align with your needs. Conduct interviews to gauge fit and enthusiasm. Prioritize diversity to foster a vibrant team culture. Provide robust training and support to set interns up for success. Set clear expectations upfront and offer meaningful experiences. Lastly, don't forget to provide regular feedback for growth!

Seek to disqualify people to reduce the pool of applicants as quickly as possible. Make them earn their place in the later stages of selection. But don't waste too much time on it. Whittle down the applications ruthlessly in line with an objective scoring card, based on relevant criteria. Just jot down the score which jumps to mind as you skim it. Have a total which they must attain to progress to the next level. Then repeat, if necessary. When you're down to the number you are capable of interviewing, just get talking with them face to face ASAP. But, above all, ensure you're fair and unbiased. The scoring card above will make you think objectively, and will provide a record of why you rejected or progressed someone.

I've found that standard interviews are easy to play for certain individuals. They play a blinder with all the right answers and the perfect smile, and then they turn out to be a nightmare with no solid skills... except doing great interviews. You need to be wise to this and try to see through any facade. Look for a genuine rapport, maturity and above all how they will fit with your existing team culture. Seek out motivation and a willingness to work within your team. Skills can be taught. Attitude changes require a brain transplant.

Always factor in the investment of your own time, or that of your most valuable people, in providing the teaching and experience. If you don't, you'll waste potentially great new assets because you can't give them the time to nurture them. They won't achieve, you won't gain anything, and when they leave it will be a waste of time, money and energy for all concerned.

One thing I've found helpful is hiring interns to assess work habit and cultural fit, to see if they are suitable for an employment offer after internship.

As a small business seeking interns, prioritize a fair and paid internship program, ensuring compliance with state and federal employment laws. Recognize the mutual benefit: interns gain valuable experience while contributing to your business. Offer meaningful tasks and mentorship, aiming to provide a path for success and potential employment. Drawing from personal experience, internships played a pivotal role in my career start, providing valuable experience and opening doors for future opportunities.