Consider Hiring an Intern
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- your financial risk in minimized. You can evaluate a potential new performer for your organization at virtually no cost.
- you have flexibility. Neither you nor the intern expects the relationship to last forever. In the meantime you are getting an opportunity to check each other out.
- you might find that you are bringing some exceptionally talented, high potential person into your organization. Isn't that one of your goals?
- your financial risk in minimized. You can evaluate a potential new performer for your organization at virtually no cost.
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For the intern, whether paid or unpaid, the upside to the arrangement can be enormous. The intern:
- gets his or her foot in the door with a chance to prove that you really do need to hire them with a fair compensation package
- gets immediately into the workforce without spending another many months looking
- develops another important line item on the resume. It's obviously much better to have some worthwhile experience on the resume vs. a lengthy period of being unemployed.
- provides flexibility, particularly if the internship is an unpaid one. The organization adding an intern should expect the intern to need some time off to pursue a paying position. Obviously people can't work forever without being compensated. Interns we have used have always had flexible work schedules either a few days a week in the internship or interning a full work week with anticipated time-off to interview for other jobs.
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