If you are hiring a student, then consider selling it an internship. A few reasons why: 1. You can place a clear timeframe (like “internship during the fall se

If you are hiring a student, then consider selling it an internship. A few reasons why: 1. You can place a clear timeframe (like “internship during the fall semester, potential to renew internship during spring semester and summer”). This way you start them with a clear end date. That way if you are not comfortable firing someone, you have a natural excuse. As a new manager, that may be valuable. 2. Some local governments may have workforce development grants to cover parts of the expense of an internship but not just a regular employee. I know that is the case in my state (in the US). Also if they are a student then by definition they are not an expert. For best results expect to spend time mentoring them. This likely means spending time in advance to outline the general path. In my experience, the more structure you have to start the better your results. After they get going, you can probably reduce the required structure (assuming they are a good hire). If not, get a new intern at the next semester. Keep a list of all IT things you configure for them (email accounts, slack, other saas etc). This way you have an easier time to disable them when they leave. Lastly treat them like an adult with real company email address, etc. The more professional you look to them, the more professional they will look to the rest of the world. Also, they will certainly talk to their peers about you and your company. So make a great impression.