We all want to be superwoman or superman, but when it comes to super success, we all need a helping hand. Now isn’t that the truth?
I saw a couple of different posts go out last week about people that are looking for help; specifically, in marketing. They want to do it for as cheap as possible, which is very understandable as a small or growing business.
They are looking for interns, which is wonderful because getting help with social media and help in general can be both expensive and time consuming.
I wanted to give you a few hacks that I use when I'm hiring an intern or anybody for my business to make sure I'm not wasting my time and money. I will go over the couple of things I would recommend to do before, during and after the application process.
If you are looking to hire, now is the time to be looking for interns, if not a few weeks ago even, because your potential interns are all going to be getting out of school shortly. Colleges usually get out right around May 15th. You have some time to get your job posting up and get people applying and through your application process.
Here is the process:
1. Job description
Everyone talks about a job description and it's so incredibly important. It's not as hard you think.
The idea behind a job description is that it gives them and you expectations on what you are looking for from somebody. It gives the person expectations for what you are looking for out of them, out of your business and what you want to use.
Put in the comments if you've ever gotten a really good job description or where you thought “I still don't know what I'm supposed to be doing”.
I bullet proof my content here. I take it, tell them I want them to do this and I bullet point them out. It's not extensive.
If you want, I have a job description template that I use. It's a word document, please feel free to message or email me to get a copy. We'll be golden.
Start with a job description and bullet what you want them to do.
Now, think minuscule because you want to make sure they are clear on what you need. Being clear before-hand will save you a lot of headache before, during and afterwards. I have hired and fired a lot of different people. A lot of the time, it comes down to me. The reason they are not doing well is because I'm hiring them without clear expectations of what exactly I want them to do; it’s my fault too.
2. Have a contract. What you get and give, and what they get and give.
If they are interns, it's a little different. They may be on a paid or very cheap internship. But you still want a contract, and your contract should include a couple of different things. I'm not a lawyer, but I'm going to let you know it should include a couple of things.
This is not legal advice but advice from someone who has been there. Here is the list:
In your contract you're going to want to have non-solicitation, especially when you work with clients one on one, these people who work for you, even interns, cannot take those clients after they leave. It’s very important.
The second thing I include is a non-compete. You can't take what you're doing at the same time I'm paying you to do it. It depends on who I'm working with and why I'm working with them, but that's really important as well.
Last thing is a Nondisclosure Agreement, they are going to be working with your personal information, one of your clients personal information, or a couple of your clients personal information. You don't want them to be able to talk about it. You business is YOUR business, nobody else needs to know unless you are ready to share it.
Work hours and pay. How am I paying them? What do I need from them to make sure they are getting paid, and when will I be paying them?
3. Figure out work hours.
When do you want to make sure you are available to answer questions? That's how I figure out my work hours for people.
If I'm not going to be available to answer your questions then you don't want to come to work right then. Otherwise those people better be so knowledgeable in what you're going to have them do that they don't need any instructions. But when you are hiring an intern, you're probably going to be having to give them instructions.
Make sure you figure out work hours and that you're going to be available to answer questions.
With that, I highly recommend finding a way to chat with them. Slack is a great program, Facebook message; not so much.
Why Slack is great:
Then write down their task lists in their job description. It says they need to be managing the Facebook page, comments and inbox etc. But what does that mean? A step by step, (literally, 1,2,3,4,5 etc.) of what that actually means so that when they go into your Facebook for example, they have a step by step to follow.
Make sure you write the steps and it’s detailed; think of it as teaching a second grader until you get to know that person and that person gets to know you. At that point you're leaving no room for error, and if there is error, it’s probably because they didn't ask the question or it was just a fluke (Facebook being down).
DURING THE PROCESS
How do you find people?
One great method is to call your local college or tech school. I did that last year to find some interns and they sent me around 50 people. So be careful, you probably have to weed throughs some people. Make sure your application process is going to include everything that you're going to need, from sending their resume to a portfolio. More people will do that if you apply.
Platforms you can use:
It's an intern finding service and it's all virtual and online. It's actually for interns that are interested in advertising and marketing. I already have some skills there and it's really nice for finding and connecting people without having to put a job description and hoping people apply.
Post in Facebook groups:
I see posts on Facebook groups all the time looking for certain stuff.
"Hey I'm looking for an intern, here is the job description, comment below, PM me, email me"
Again, during this hiring process you're going to go over all the stuff you outline and did right before turning your job on. You're going to go through your job description, job contract, hours, detailed lists of how-to's and what you need them to do. You want to make sure they say yes to doing them because if they are going to take your time; make sure they are going to get the job done and do it correctly as well.
Set times for meetings
I mean, actual meetings! Again, you don't want people working when you don't have time to answer questions because you're going to run into times they just start working and they do it and all of the sudden you are thinking "what did you do?" It's not worth it.
Set times and meetings for them to have with you, especially for interns. You have to assume they haven't worked a big job or they haven't worked virtually, and a lot of our businesses are virtual. They haven't done a lot of stuff like that, so be sure you are setting time.
It doesn’t have to be long, 15-20-30 minute meetings are perfectly fine. But make sure you are having it once or twice a week to be sure you are staying up to date with your intern and they are going to be relevant.
Now that you have an idea of the “before” procedures, you can move onto hiring.
AFTER HIRING SOMEONE
Once you have them hired make sure you stick to your standards and set clear expectations.
If you say they start 8:00 AM, they better start at 8:00 AM.
If they are not, they need to be messaging or texting you the reason (communicate). Make sure you have availability, again I cannot stress this enough, having availability for your intern or for someone just starting out is super important.
Make sure you are having oversight; this is something even I mess up on. I leave them for a day and I look at what they did and I'm like "what?".
When they start a new task, tell them do 2 or 3 and then message you so you can have a look.
Make sure you are checking on them over the day, don't just let them go off into La La Land and do their thing. Often, they'll do it correctly but not in the way you think; and it's just going to cause frustration, so it's not worth it.
Use those weekly meetings as recaps:
What did you get done?
What do you have questions on?
What do you want to work on more?
What did you like or dislike?
Use this as a growth time for you as well.
AFTER WORK PERIOD
Lastly, when they are done with your internship or when they are done working for you, it's really nice (unless you fired them because they did such a horrible job) that you give them a recommendation.
This can be video, written; it doesn't matter, Linkedin is a great place. If they are just starting out in their career, they are probably all up on Linkedin, just leave them a recommendation, be that nice person.
Let them know they can add you as a recommendation on applications and things like that, because that's the whole point when you intern someone; to grow.
Let me know if you're going to be hiring an intern, put your job description in the comments I'll be happy to help you out with that.
If you like this content and if you think your business or peers could use this information please share and let me know in the comments. Let’s grow together.
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