4 ms·
Either potential equity or the potential to get hired. Make that a stated goal for them, and have regular meetings/mentorship as to how they're doing. It suck
by pkamb 15y ago
Either potential equity or the potential to get hired.
Make that a stated goal for them, and have regular meetings/mentorship as to how they're doing.
It sucks to bust your ass on the offhand hope that one day your boss will say "you're hired!". It might not happen, and you have no idea. You get burnt out. But if that's a concrete goal you can achieve...
- thewordpainter 15y agoi encourage them to aspire to be indispensable. that's what the former intern that earned his spot did. i make sure their expectations coming in are understood. unpaid (we tell them to go out and find part-time (or full-time) paid work if money is a necessity). you'll come out with some great experience working with a company that's taking shape. great opportunity to get three strong & unique bullet-points on your resume (compared with the other opportunities in town).
- pkamb 15y agoFYI, if one of the "expectations to be understood" coming in is that they likely won't be getting a job, tell them that straight up. That's what I'm talking about. The expectation of interning at Microsoft or whatever is that 70% of the interns will be getting full time jobs. If that's not the case for you, be frank about it.
- thewordpainter 15y agowe're on the same page. they understand that the internship lasts a set timeframe. during the fall/spring, it's just an externship to help them boost their resumes. during the summer, they know it ends when they go back to school. i did a terrible job conveying it earlier, but i am very clear about the expectations up front when i originally sit down with the prospective interns to see if it's a good fit for both parties.