It’s Not About What Your Interns Can Do For You, But What You Can Do For Your Interns

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It’s Not About What Your Interns Can Do For You, But What You Can Do For Your Interns

There are plenty of articles out there with advice and tips for college kids looking to get internships and how to add value to the organizations they are interning for, including some of our own. This is not another one of those articles. In addition, there are plenty of articles out there that point out the organizational benefits to hiring an intern or having an internship program at your organization. This is also not one of those of articles.
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8 Reasons to Pay Your Interns This Summer

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8 Reasons to Pay Your Interns This Summer

With so much focus on the impending changes to the FLSA overtime rules, it is important not to lose sight of the existing regulations and keep your organization in compliance with other areas of the law that sets the standards for so many areas of employee compensation practices. One area that is (fairly) straightforward per the existing FLSA regulations and is top of mind for many employers as we head towards the summer months is, of course, interns.
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Welding Students Available for Internship Opportunities

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Through a sector partnership between MAGNET, Cuyahoga County, and Tri-C, about a dozen welding students with WorkKeys Scores and American Welding Society (AWS) certifications in Stick, MIG, and TIG, will be available for internship opportunities with Northeast Ohio companies at the end of March 2016. 

While the students are available for internships within any industry sector, companies that manufacture products for the Transportation, Biomedical, or Advanced Energy industries may receive up to 100% reimbursement for the internships through a Federal Make it in America (MIIA) grant made available through the Medina County Workforce Development Board. This covers a maximum straight-time wage of up to $15/hour for up to 400 hours, and students must complete their internships by September 30, 2016. 

If you’re interested in learning more about this opportunity, please contact Pete Bednar at MAGNET at pete.bednar@magnetwork.org or 440-781-6449. In addition, for more information about how interns can benefit your organization please visit: http://www.manufacturingsuccess.org/internships-for-companies/.

Intern Etiquette: Six Tips to take you from the Classroom to the Workplace

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It’s that time of year again. Students are putting together their polished resumes in the hopes of securing that coveted internship spot at their dream company. Unfortunately, a lot of students are not taught how to ace an internship interview while in the classroom. Here are some tips on how to stand out of the crowd and become a step closer to gaining more real world experience and starting your career.

1. Customize your resume

By all means, using a generic resume template to start is a great beginning, but employers don’t want to see how well you can copy and paste. Be sure once you read the internship description that you customize the objective and highlight the things on your resume that would apply to the position you are trying to get.
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Companies may face legal scrutiny when it comes to unpaid internships

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With companies gearing up to start their search for summer interns, they may want to think twice about making it an unpaid internship versus a paid one.

What has happened in the past?

Over the past few years, unpaid internship practices have experienced more legal scrutiny in terms of wages and hour lawsuits. Some of the most recognizable corporations have experiences lawsuits last year, including Warner Music group, Atlantic Recordings, Fox Entertainment group, NBC Universal, Viacom, Sony, and Universal Music Group.
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3 Ways to Make the Most of Your Internship Program

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As a recent New York Times article demonstrates, the days of using interns to fetch coffee, pay them nothing and then unceremoniously dismiss them at the end of the internship without so much as a glimmer of a job prospect are far from over in many industries.

But here in Northeast Ohio, the annual ERC/NOCHE Internship & Recent Grad Pay Rates & Practices Survey demonstrates year after year that many employers are taking a very different approach to their internship programs. In order to attract the best and brightest students to their internship programs, employers need to understand what the internship landscape looks like locally, not only from a legal perspective in terms of pay, but also in terms of how much to pay and what is offered to students through the internship experience itself. Here are a few tips and trends from the ERC/NOCHE survey that organizations may want to keep in mind as they look to hire interns in 2014.
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Companies Share Common Internship Program Goals

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As the school year begins to wind down, your organization may be looking to hire some additional support over the summer in the form of a college intern. While each organization will undoubtedly vary in terms of the specific needs the internship is designed to fill, the results of the 2013 ERC/NOCHE Intern & Recent Graduate Survey strongly suggest that in general, organizations hiring interns are doing so with a common set of goals in mind.

Top among these goals are “developing a talent pipeline”, “assisting with special project work”, and “obtaining affordable workforce support”. Reaching the two latter goals sounds fairly straight forward- hire an intern for a few months over the summer and hand off some administrative busy-work. However, this conventional approach to internships fails to help, and in many cases may actually hinder, organizations looking to realize the lasting benefits associated with “developing a talent pipeline”. Instead of taking a passive approach to internships, developing a talent pipeline requires a more actively engaged employer.
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Compensation Rising for Recent Graduates

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With graduation day only a few months away, the pressure is on for many soon to be college graduates in need of full time employment. This flood of new job seekers on the market come May offers employers a great opportunity to take on these highly educated, enthusiastic potential new employees- and, even better, in most cases, these new employees can be brought on board at entry level compensation levels.

Benefits of Recent Grads

In fact, ERC/NOCHE’s 2012 Intern & Recent Graduate Survey reports that 42% of employers make their entry level hires directly from this pool of new college graduates. Their reasons for doing so are fairly consistent from year to year with the vast majority of employers recognizing new graduates not only as a great value (strong educational background, again for entry level compensation levels), but also as an opportunity for their organization to develop a talent pipeline, infuse the workforce with new energy, and boost the level of tech savvy among their employees.
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