Hiring Interns in Startups: Benefits, Dangers, and Smart Strategies
Many startups view hiring interns as a cost-effective way to build their team, due to their eagerness to learn, inexpensive cost, and fast learning curve.
And rightfully so! More often than not they are the true lifesavers to step in and get that work done that has been piling up - and in (sometimes even exceptionally) good quality, too.
Nevertheless, it's crucial to be aware of the potential pitfalls and understand when hiring interns is beneficial for your business and when it isn’t.
This article explores the nuances of intern hiring, outlining key considerations and smart strategies for making informed decisions when it comes to hiring interns for your startup.
Content
Understanding Interns' Skillset
The Must-Have Learning Curve
Assessing Commitment Levels
Strategic Considerations for Intern Hiring
The Dangerzone of Internship Roles
Cost Versus Value in Hiring Interns
In a Nutshell: Hire Interns the Smart Way
1. Understanding Interns' Skillset
Interns, typically recent graduates or still students, come into the business world with a wealth of theory, optimism, and a strong desire to learn, but it's important to acknowledge that their skills are still in the early stage.
The key is to assess honestly what they can contribute in terms of skills and experience. While they might bring some fundamental skills, it's important not to set unrealistic expectations regarding their professional abilities.
You need to recognise their position as early career professionals, which allows you to utilize their potential within a team effectively while challenging them without overwhelming them.
2. The Must-Have Learning Curve
Internships should be viewed as valuable learning opportunities, but they do demand a substantial commitment from you and your organization in terms of training and mentorship.
It's essential to carefully consider whether this investment aligns with your business objectives, your schedule, and your overall capacity to provide guidance and support to them.
By ensuring effective mentorship, you can maximize the value that interns bring to your organization while nurturing future talent. Without throwing them under the bus, setting them up for failure, or burning them out. And the same goes for yourself.
(Just imagine teaching 10 interns what they need to do and how, checking their progress, requesting corrections and changes, and so on…)
3. Assessing Commitment Levels
Interns typically show a lot of enthusiasm and are eager to take on tasks they haven’t done before, driven by their desire to learn.
However, they may not always grasp the full complexity of what they're tackling and should acknowledge their limitations.
While their motivation is impressive, their lack of experience might cause them to bite off more than they can chew. So, it's vital to set realistic expectations for their responsibilities, making sure their confidence aligns with their actual skills.
Finding that balance between their eagerness and understanding of their capabilities can make the internship experience more productive and rewarding for both parties.
(It goes without saying that a nice stretch assignment* has typically never hurt anybody but pushed them to grow instead.)
* A stretch assignment is an intentional growth opportunity that pulls someone just enough out of their comfort zone to learn something new and get a ‘stretch’. I explain this and many more buzzwords and tactics in The Essential Guide to People Management for Tech Startups.
4. Strategic Considerations for Intern Hiring
When looking at who to bring on board, consider bringing in interns for tasks that aren't too critical and fit their skill level.
You need to make sure their involvement supports your main business goals rather than hindering them and evaluate if the tasks are a good match for interns and if they contribute to your startup's objectives.
Can they do what you need, and what they say they can do? Do they fit your team culture regarding their mindset and how they approach things?
If yes, you got yourself a keeper and a real push for your business.
5. The Dangerzone of Internship Roles
In that context - think about how it could impact your business if the job isn't done well, before assigning tasks to interns.
If it's a high-stakes task with the potential to harm your business, it might be smarter to let more experienced team members handle it.
Consider the bigger picture and the strategic consequences of involving interns in crucial responsibilities, making sure important functions are in safe hands.
It’s crucial to find the balance between giving interns a learning opportunity and protecting your business interests to keep things running smoothly and minimize risks.
Also, when assigning interns to help more experienced team members out, remember that will take time away from these team members, too. Their time invested and the output of help received must be positive.
6. Cost Versus Value in Hiring Interns
While interns unquestionably offer a cost-effective hiring option, it's vital to evaluate the quality of work they can provide.
Consider alternative hiring approaches like part-time, fractional or even freelance roles for tasks that demand higher skill levels.
Interns may be budget-friendly, but can be a danger zone for your startup's quality standards.
In certain cases, investing in more experienced (and yes, pricier) talent can drive your business forward smoother and deliver better results.
Weigh the trade-offs between cost and expertise to make the most suitable hiring decisions for your startup's success and brand perception.
7. In a Nutshell: Hire Interns the Smart Way
Bringing interns into your startup can be a smart move and many success stories of interns saving another day let you think they’re just great and the road to go.
BUT - it's essential to think it through. Before you hire (too many) interns, consider what skills they bring to the table and whether those skills match your startup's needs. Think about how much training and support they might require to do their job well.
Also, be clear about the tasks they'll handle. Interns are usually in a learning phase, so it's wise to assign them less critical or simpler tasks. By defining their roles and expectations clearly, you can make sure their contributions fit with your startup's goals.
In the end, interns can be a great addition to your startup. You ‘just’ need to find the right balance between their abilities and what your business requires from several angles.
With the right guidance, they can become super valuable team members as they gain experience and skills - and can even grow into full-time heroes you’ll never want to miss again.
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