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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3 Ways to Make the Most of Your Internship Program

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3 Ways to Make the Most of Your Internship Program

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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Employers Develop Younger Workers

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Cleveland– According to the 2011 ERC/NOCHE Intern & Recent Grad Pay Rates & Practices Survey, most Northeast Ohio employers invest resources in training, development, and performance management activities for younger workers, particularly new graduates.

The survey shows that over 70% of employers provide new graduates with an orientation during their first week (72%), conduct performance evaluations (71%), and provide regular feedback and coaching (71%). Additionally, more than half of employers provide formal training (56%) and access to a mentor (52%). Fewer (20%) offer management in training programs for new graduates, however.  All of these developmental activities were more commonly offered by non-manufacturers than manufacturers. Similarly, larger organizations tended to be most likely to provide these, although they were still commonly used by small and mid-sized organizations.

Specific training and development opportunities provided to their new graduates as cited by respondents included: on-the-job training, corporate culture training, product/industry/market training, mentoring, shadowing, and targeted leadership development programs.

The results of the survey show that organizations are making investments in training and development for their younger professionals and emerging leaders. These organizations understand the benefits of on-boarding and developing younger employees early in their careers for their businesses and in developing a pipeline of talent.

View the Intern & Recent Graduate Pay Rates & Practices Survey

This survey reports data from Northeast Ohio employers about their internship and recent graduate employment and pay practices.

View the Results