Bringing an intern on board can help any business if done the right way.
To assure motivation from both supervisors and interns, it’s important to make sure interns get useful and relevant work experience, that mentors learn how to give clear instructions and guidance, and to stay on the right side of the law.
After 17 years in education programs, I still see many misconceptions about internships in Australia. Many don’t know how they can make the most out of the experience, so here is my guide to help business assure legal and effective internships.
1. Position Description
- Make a clear position description that outlines exactly what action tasks the intern will engage in.
DO: Post weekly quotes about entrepreneurship success on Facebook and learn how to engage followers.
DON’T: Social Media
Use our Position Description form to assure you cover all areas: catchy intro line, business description, position description/tasks, day to day activities, requirements, ideal candidate. Most employers don’t know which type of person is most suited to the tasks at hand and how to engage that person. This results in hiring the wrong person and blaming it on them or the experience. Talk to us about how to find and choose the right person.
2. Responsibilities & Goals:
- Identify a supervisor that will be available regularly to assess goals and tasks (use our provided goal sheets).
DO: Set 2 weekly 30 minute meetings to go through tasks before and after action. Provide feedback. Set clear exceptions about who else in the office can also engage the intern and always clear this with the main supervisor.
DON’T: Expect that someone else or the intern knows what to do. The intern is not an experienced free business consultant that will come in and save the day. It’s your responsibility to manage the intern, otherwise hire a paid freelancer.
3. Agreements:
- Make a written agreement and learning plan that outlines times, dates, dress code, expectations, goals and objectives (use our provided agreement).
DO: Always refer back to the agreement to assure clarity and focus, even though it is subject to change. Add more tasks as you progress.
DON’T: Change around tasks and times too much, the intern will only learn responsibility from your example.
4. Paid vs. Un-paid:
- Decide whether you want to engage a paid or unpaid intern. Minimum wage for paid is $23/hour in Australia.
- It is a misconception that the quality of the person depends on the payment. with the right motivation and mentoring most people shine, and there are plenty of diamonds in the rough.
DO: Focus more on finding the right person with the most suitable traits and best attitude.
DON’T: Determine the value of the intern based on the payment. Don’t treat un-paid interns as less valuable as it damages your relationship and decreases both your efficiency.
5. Insurance:
- Paid interns count as regular employees in terms of workers compensation.
- Un-paid interns should for peace of mind take out personal liability insurance. We offer a Personal Liability Insurance at $2/day.
6. Australian Employment Law:
- Assure a worthwhile learning experience that benefits the intern more than the company.
- Keep internships to max 12 weeks.
- Sign an internship agreement.
- Interns can not be responsible for or in charge of an aspect of the business, they should be shadowing and supporting a professional. Although the intern should be productive, there should not be an expectation or requirement around productivity.
- Consider entering into agreements with universities, internship providers or education agents to ensure vocational training aspects exist.
NOTE: An internship is not free labour!
Please get in touch if you have further questions.
