1. How to Hire an Intern Daniel Newell Program Manager Workforce & Economic Development daniel.newell@sjsu.edudaniel.newell@sjsu.edu, 408.924.6028 Career Center

2. Learning Outcomes Define an internship and the fundamentals of a successful internship program Assess whether or not your business is ready to accommodate an intern or internship program Identify and assess resources and strategies for recruiting an intern for your internship program Understand unique trends of recruiting Gen Y – the Millennials

3. Questions You May Have… What is an intern? What are the benefits of an internship program to my business? Is my Business ready for an internship program? Do I have to pay an intern? I’m ready to deploy an internship program, how do I get started? What is a millennial? And how do I recruit one? What services does SJSU offer to help me develop and sustain a successful internship program?

4. SJSU Career Center’s Definition of an Intern An internship is a paid or unpaid, closely monitored, highly structured, strategic, well- defined, project-related program that provides professional work experience outside of the classroom environment. An internship merges academic, personal development and career exploration in one. Internships are typically part-time and can last three or more months but can also last for several years. Although interns are typically learners/trainees, an internship will combine academic and real world experiences providing meaningful, professional work assignments which meet the intern’s learning goals and objectives. What is an intern?

5. Benefits of an Internship Program Giving back Training the Next Gen workforce Creating a pipeline of potential candidates for continued employment opportunities with your company Marketing/branding of your company Diversify work environment, gain new ideas and trends – boost morale What are the benefits of an internship program to my business?

6. Fundamentals of an internship program Provided mentoring Project-based work Welcoming and supportive environment Treatment as part of the team Access to a professional network Periodic performance evaluations Remember, an internship is a LEARNING experience! Is my business ready for an internship program?

7. The Six Prong Test – to pay or not to pay an intern aka “Trainee” 1.The training, even though it includes actual operation of the facilities of the employer, is similar to that which would be given in an educational environment; 2.The internship experience is for the benefit of the intern; 3.The intern does not displace regular employees, but works under close supervision of existing staff; 4.The employer that provides the training derives no immediate advantage from the activities of the intern; and on occasion its operations may actually be impeded; 5.The intern is not necessarily entitled to a job at the conclusion of the internship; and 6.The employer and the intern understand that the intern is not entitled to wages for the time spent in the internship. Do I have to pay an intern? In exchange of not having to pay your trainee/intern, you become an extension of the classroom. For flexibility, pay your intern at least a minimum wage.

8. Do I have to pay an intern? In exchange of not having to pay your trainee/intern, you become an extension of the classroom and provide extensive supervision and limited advantages. For flexibility, pay your intern at least a minimum wage.

9. I’m ready to deploy an internship program, how do I get started? Getting Started 1.Assign a point-person to oversee the intern/internship program 2.Identify a series of projects appropriate for an intern to work on or shadow 3.Create space and identify how an intern will work as part of your team 4.** Create a internship/job description 5.** Create a performance evaluation process and documentation 6.** Develop a recruitment strategy

10. I’m ready to deploy an internship program, how do I get started? Creating an Internship/Job Description About the company/internship (entice the reader!!! History, products/services, what makes it different, work environment, summary of the experience etc – what’s your brand?) Responsibilities/Commitment (including time commitment) Desired skills/qualifications Learning outcomes Compensation How to apply

11. SAMPLE INTERNSHIP/JOB DESCRIPTION

13. I’m ready to deploy an internship program, how do I get started? What to Consider in an Performance Evaluation Use areas from your Internship/Job description to identify core areas, functions and skills to evaluate Include soft-skills (critical thinking, problem solving, interpersonal skills, team work, etc.) Provide solutions to areas in need of continued professional development Consider providing continuous support and feedback throughout the experience and provide professional development opportunities.

14. I’m ready to deploy an internship program, how do I get started? Developing a Recruitment Strategy Through what educational institutions will seek to recruit interns? High Schools Career Technical Education (CTE) schools/programs Community and government orgs Community Colleges Universities To successfully recruit from these sources, you must know WHO you’re recruiting…

15. What is a millennial? How do I recruit one?

16. Definition of a Millennial The Millennial generation is often identified as the generation of individuals born between 1980 – 2000, also known as Generation Y or Generation Me. Often noted for being the most connected and educated generation. What is a Millennial?

17. Millennial Experiences Internet 09/11 Election of first black president Great Recession Enhanced globalization Integration (diversity) Mobile devices Civic duty/engagement What is a Millennial?

18. Millennial Work Ethic Work/Life Integration Always “plugged-in” Instant access/gratification Flexibility Innovation & creativity Experts in multi-tasking Prefers electronic communication, including text messages Prefers lots of praise and feedback Most educated generation in history What are some of their potential challenges? What is a Millennial?

19. Your recruitment strategy can include various channels of sourcing Job boards/classifieds Job/Internship fairs Networking events Contract recruiters What is a Millennial?

20. SJSU Resources No Cost Services: o SpartaJobs o Drop-in Interviews Fee-Based-Services: o SJSU Spartan Staffing o Job/Internship Fairs o Information Sessions o Sponsorship opportunities What services does SJSU offer?

21. SpartaJobs: www.sjsu.edu/careercenter What services does SJSU offer?

22. SpartaJobs: www.sjsu.edu/careercenter What services does SJSU offer?

23. SJSU Spartan Staffing: www.sjsu.edu/careercenter What services does SJSU offer?

24. Highlights: Access to 16,000+ current SJSU students and alumni Invest in a staffing service that gives back to education, funding more programs for student professional growth and development Receive customized job matching and student/alumni referral Increase your ROI and bottom line by allowing us to take care of the entire recruitment process (HR, payroll, recruitment, employee relations, branding, brand awareness, etc.)

25. What services does SJSU offer? Assess, develop, deploy! Contact SJSU if we can be of assistance: Daniel Newell Program Manager Workforce & Economic Development 408.924.6028 daniel.newell@sjsu.edu