So, you want an HR intern? STOP … until you read these 3 scenarios.
Reasons you shouldn’t hire an HR intern:
Scenario 1:
You’re so busy that 5:00pm comes before you blink an eye and that to-do list has just doubled in size. There is too much to be done and too little time to do it. Eureka! Hire an HR intern.
The problem:
Hiring a student means that you are bringing someone into the workplace that will have very limited experience within the field. What does this mean? It will be necessary to provide them on the job training … in everything.
If you’re so busy you can’t sit down for lunch, chances are you don’t have the time to dedicate to this intern. They’ll be sitting around twiddling their thumbs; you’ll be feeling guilty.
Scenario 2:
Paper, papers everywhere! Somehow you just can’t find the time to file away all those corrective actions forms. Solution? Hire an intern to start doing all the filing!
The problem:
There is a war for talent going on and producing a disgruntled intern can impact your organization. Students are typically required to “report” on their internship experience to their schools. From that feedback, schools will weed out the “good” and “bad” internships in which to place their students in the future. In addition, you will lose out on any potential to hire that intern in the future. Are you prepared for those repercussions?
Scenario 3:
Your intern is doing busy work … answering the phones, scheduling interviews and organizing. Seems like both parties are benefiting, doesn’t it? Wrong!
The problem:
Why haven’t you hired a temp? This is Gen Y! While we are perfectly capable of completing these tasks, we aren’t fulfilled doing so. This will affect productivity! We seek to make an impact and feel like we are making a difference; intern status set aside. The more challenged we feel, the more productive we will be. Don’t be afraid; we will rise to the occasion.
The truth:
Under the right circumstances, internships can be mutually beneficial.
Keep in mind, developing an HR student in the internship capacity takes commitment; you must be willing to teach. Reach out to local colleges and identify their rising HR students. These students are eager for a teacher and eager to learn. They will become sponge-like; soaking up all they can and giving back at their highest potential.
Word of mouth exists in this world; a successful internship will brand your organization for future student interns and post-graduation top talent.
What’s your scenario?
Photo Credit, Peter Kaminski
{ 5 comments… read them below or add one }
I have a soft spot in my heart for interns, since that’s how I got my start. When I started, I had absolutely no experience (maybe my psych minor counted for something…), but now I’m full-time. I was stuck in Scenario 3 for a bit, but it was only to keep me from being bored out of my mind while my mentors equipped me with a skill set to use in an actual HR role.
I agree that you’ve got to spend the time mentoring interns, but sometimes it’s the fit. I really got into the job and asked for more (in typical Gen Y fashion). When I extended my internship, I got more long-term projects and more responsibility. Had I been less committed, it would’ve been a lot more difficult to give me something meaningful when it was clear I wasn’t passionate about the role.
Mike,
I completely agree with you-it is up to the intern as well! My start in HR was also as an intern and my project scope came from two things: 1)- Asking for more responsibility; to get involved in additional projects etc and 2)- My boss taking the time to give direction at a higher HR level and trusting me to run with those assignments. Also agreed that fit is super important! Isn’t that the point of internships in the first place? To find where you fit into the “working world”?
Amen, amen, amen. This hits home for me because we are recruiting for a number of interns (HR and otherwise) and my HR Coordinator and I are having to do quite a lot of education in this area. Internships can be an amazing win-win but it takes vision and planning. The organization/manager must invest time, structure and attention. Above all, we need to be asking “what’s in it for them?” and “how can I serve?
I admire your way of respecting any talent, no matter they are experienced or not, I hope that more HR practitioner could be beneficial from this article.
However, after reading this article, I can understand that HR should not hire the intern student just to fill out the current job “blank”, but to mentor and coach these potential young people.
But, companies have also need to consider about their own efficiency and profit. So, here is my question, from the company’s view, when do you think it is necessary for them to hire a HR intern, does this action will also benefit the company besides the intern student?
Bingbing – great question! If a company has work that needs to be done (such as filing, data entry etc.) it would be more efficient for them to hire a temporary employee with the help of a staffing agency. That would get the work done, without the pressure of an intern and without ruining their intern or employee brand to other students after a bad experience by one person.