Although it’s only in the 50s today, it topped 80 in my neck of the woods yesterday for the first time since 2022. And my girlfriend’s son graduates from college in five weeks.
Not that you care about my local weather or personal life, but both point to something: Summer is approaching, which means you should be lining up your summer interns if you haven’t already done so.
Yes, procuring interns can be a hassle and there’s no guarantee they’ll be any good, but they can be quite useful. And, more importantly, you can determine if they’ll be worthy future employees.
You shouldn’t buy a car without taking a test drive. You wouldn’t buy a house unseen. You probably go in person to look at major purchases, such as furniture.
Yet many companies basically hire employees sight unseen, relying on resumes, short interviews and reference checks with people usually selected to say nice things about the potential hire.
Internships give you a “free look” at entry-level workers.
If you run an active intern program, see how they do with real work assignments (not just busy work). Provide tight supervision and avoid any tasks that involve safety issues or confidential information.
Start slowly and ramp things up as warranted. If an intern masters basic tasks, give them more challenging chores and go from there. Continue on that track.
Aside from their performance, watch your interns for other clues about future performance.
Are they appropriately dressed and punctual? Do they actively seek out assignments (and feedback), or are they happy to just sit around staring at their cellphone? Can they communicate both verbally and in written formats? Are they inquisitive and/or do they take the initiative and find answers?
In addition, do they interact well with your employees and the other interns? Are they tech-savvy? Can they work both in groups and individually?
If you can say “yes” to most of those questions, you have a possible future employee in the building.
When it comes time to hire, don’t forget your due diligence.
Mediocre college grades can be a warning sign, although not necessarily a disqualifying one.
Examine their social media accounts, looking for general themes. If most of a candidate’s posts talk about getting drunk or stoned, that’s a red flag. Yes, young people do (and post about) lots of stupid things, but if that’s the overriding theme, be cautious.
While entry-level employees by nature have a high washout rate, getting an extended preview can minimize the problem.