INTERNS. Hiring is the easy part.

By: Andy Thieman

Posted on 05/28/2010 - 3:00pm | From the Advertising Blog

As Pomp and Circumstance resonates from gymnasiums across the land, caps fly and gowns flow while students make their way across the stage in a final march of collegiate bliss. A handshake. A diploma. A reality check.

'Tis the season staff up on interns.

It's a daunting process. The stack of resumes, the first round of interviews, the callbacks, the second round of interviews. At first blush, all of the candidates are eager and smart and relatively enthusiastic. And, of course, there's that other thing they all have in common: inexperience. But, don't hold it against them. That's where you come in.

As much as they simply want an internship, how can you ensure they want your internship? Try these on for size:

1)    PAY: They need to make money somewhere. Rent, beer (and deferred loans) adds up quickly. If they're not getting any dough from you, they'll probably need a part-time gig. Maybe at a bar down the street from your office? Oh, by the way, the money-making shifts are from 7pm-2am. And you want them at their desk by 8:30? Think about it.

2)    PLAN: Like any employee, your intern deserves a clear set of expectations. Have a plan for their internship. Maybe a few small projects and a final project (in addition to their day-to-day workload.) Make them present that final project to someone scary and important. Nice thing is, it'll serve as a litmus test for hiring potential.

3)    REQUEST: Make sure the job post accurately represents both the internship and your company. Don't over promise, but definitely don't under promise. Here's a good one: http://www.mima.org/jobs/index.asp?jobID=3717

4)    FILTER: The application deadline is looming. The resumes are piling up. Interviews are fast-approaching and the overachievers have figured out your email address. Time to make some decisions. How does one cut the fat? There's a good chance the resumes are full of exaggerations and underwhelming tidbits. My advice? Start with the cover letters. And a google search.

5)    ENGAGE: It's one thing to be a boss. It's another to be a mentor. Nobody should be both to the same intern. When assigning the mentor, pick someone with an above-average emotional intelligence who can relate on a personal level as well as give levelheaded, HR-friendly guidance.