Are you hiring interns this summer? If so, you need to understand how the Affordable Care Act (“ACA”) requirement to offer health coverage to full-time employees applies to interns.
Summer internships are meant to give students the experience they will need to be successful when they enter the workplace. The best internship programs are thoughtfully planned and managed. Employees should be given a mentor for guidance and the opportunity to work on challenging projects that will help them to develop new skills.
Kimberley Miller, Director of Human Resources
Zodiac Water and Waste Aero Systems
When I saw the email about the SHRM / Congressional Hispanic Caucus Institute (CHCI) Intern program, I was instantly transported to a time when I was looking for that real world experience that only an internship can provide. I was a full-time student working part-time as a hostess in a restaurant when I saw a posting for an HR Intern.
By: Mayra Ivonne Ramirez
SHRM / CHCI 2016 Summer Intern
An intern is defined as an advanced student or recent graduate who undergoes supervised practical training. Summer internships are winding down as college students head back to school and dropping the word intern from their title, but the last day on the job doesn’t mean the last day of work. If you put in the work, an internship can help you even months after the fact.
As a college student at James Madison University preparing to search for my first internship, I was filled with apprehension after hearing classmates’ scary stories from their past internships. Many of my friends spent their unpaid summers tucked away in a corner cubicle with a copier and a coffee maker as their only company--and their stories formed my impression of what to expect from internships.
Ensuring that postsecondary education and workforce training programs are aligned with employer needs is one of the priorities the Business Roundtable has identified as essential to building a skilled U.S. workforce, according to a report it released during the fourth annual Education Nation Summit, held Oct. 6-8, 2013, in New York.
Summer interns come and go, and some are so wonderful that you feel the need to write about them.
This summer, I had the pleasure of working with Lindsey Allen. Lindsey is the social media summer intern in the Public Affairs Department and, as a soon-to-be senior at Virginia Tech, she will be leaving SHRM on Aug. 21. She helped manage the We Know Next campaign this summer, among several other projects within the department -- and she is awesome.
Recently, employers such as Hearst Corp., "The Charlie Rose Show" and Fox Searchlight Pictures have been named for allegedly violating the Fair Labor Standards Act (FLSA) and state labor laws by failing to pay interns who assumed significant work responsibilities. These cases should serve as a wake-up call to all employers that use unpaid interns.
There’s a veritable goldmine of tips for intern etiquette out there, but on the employer side—not so much. In a perfect world, hiring managers treat interns with the same professionalism, consideration, and respect they use with full-time employees. We at InternMatch, however, know that this isn’t always the case. Plenty of students who use our services are seeking internships to offset less-than-ideal experiences; we spill the beans on their most common complaints.
1. Inflexibility with Scheduling
Hiring interns is an essential part of building a diverse and talented work force. By allowing you to try young talent before you buy, internships are a uniquely powerful tool for companies to discover new grad hires who fit their unique office culture and skill needs. Currently, converting interns into full-time hires has become the number one way in which new grads are hired, with close to 70 percent of interns being offered full-time roles!
Most of you know Alec Baldwin’s famous speech in Glengarry Glen Ross where he shares the golden rule of sales: “ABC: Always Be Closing.” Even more so than sales, recruiting is a job where you need to always be on. If you’re not constantly building a pipeline of candidates and promoting your brand, chances are that the top candidates you want to hire will slip through the cracks.
An important customer, client, colleague or business partner asks an executive if her son can intern with your company for the summer. Don’t worry about the money, she says. My son is only looking for the experience.
As we approach the summer, expect more of these requests. I personally have received quite a few already!
Sounds like a classic “win-win.” The intern learns something and you strengthen an important relationship at no cost. So, the executive says “of course.” Not so fast, please!