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By: Mark D. Gonzales

The shortage of tech workers means that hiring a new IT staff member is difficult. The economic outlook and the shrinking budget you are facing mean that hiring a new IT staff member is out of the question. This might be the right time to consider “hiring” college interns.

I am a big supporter of utilizing college interns. Since I work in a small IT department for a county office, budget and staffing constraints mean that “free” or low-cost workers are welcomed. Interns can help you complete special projects and also give you a chance to preview potential hires. In this article, I’ll explain the issues to consider when selecting college interns to work in your IT department.

Select interns as if you are selecting a new employee
Some IT managers might rush into the chance to bring in free, or nearly free, help since the student may be working either without pay or at a lower rate than full-time employees. But I have found that selecting interns requires that I use the same skills that I would use to hire full-time employees.

A local community college contacted me recently about working with a few computer information technology (CIS) college students as part of an internship program. One of the CIS students was working on her CIS degree with an emphasis as a Webmaster. The other student was studying for his degree with an emphasis in LAN administration.

I agreed to host the CIS student emphasizing her degree as a Webmaster because I needed someone who could analyze our Web site, look into speeding up download time, and research various types of Web management software that would give us specific statistical information on the performance of our Web site—among other tasks.

I decided not to host the student who was emphasizing LAN administration because this student would only be around for a college semester, which is about three months. I didn’t want to deal with the security issues that would have been involved.

During the selection process, the interview will allow you to eliminate candidates who may require too much of your time for training. Again, these same rules apply to hiring any employee. The exception is that you need to be even more willing and prepared to devote time to training the intern on office procedures and the specifics of the project you expect them to accomplish. You should remember that, while the intern is there to help, these students also expect to receive hands-on IT experience.

Some interns, while earning little or no salary, may also carry hidden costs, including the time you need to spend training them. This hidden cost can be extremely expensive if your intern is not a self-starter who is willing to tackle problems on his or her own. While the interview process will help you screen the best candidates, the college you are working with should have a system in place that helps prescreen candidates as well.

Length of the program
For students to be considered for an internship, they must either be in their last semester of college or three-quarters of the way through their degree program.

If you would like to work with a local college, consider selecting a college that requires students to complete much of their coursework before they can work as an intern. In addition, I would recommend selecting a college that offers two different internship timetables.

The college I work with offers two programs for college interns: a long-term program and a short-term program.

Long-term program

• The employer hires the student with pay. But the hourly wage is much less than what a typical IT worker would earn.
• The employer is required to pay for workers’ compensation benefits.

I don’t have the budget to pay an intern. However, I believe this type of program usually works best for the employer if they can afford it.

The long-term program works great for employers who are looking for a full-time employee but are not in a hurry to hire someone immediately. Long-term internships are a great opportunity to find out about students’ work habits, knowledge, and personality. Do they get along with the rest of the team? Or are they a less-than-perfect fit? This type of internship also allows the employer a chance to teach interns how to perform a specific job. If they are hired full time, they will have the confidence and familiarity to hit the ground running.

Short-term program

• The intern does not earn money.
• This is a college course where the student is working for college credit. As a result, the employer is not responsible for workers’ compensation. (As I mentioned earlier, the descriptions I’ve provided about long- and short-term programs pertain to the college I work with. You should ask about workers’ comp and other issues during discussions with colleges in your area.)

Although you don’t pay interns any money, the learning experience is valuable and gives students a chance to begin building a resume.

The short-term internship is great for accomplishing small projects that should last two months or less. I have found that I need to give interns two to four weeks to get adjusted to the work environment.

Interns offer a way to recruit new talent
Remember that interns are working for you as a way to get some hands-on experience, so you’ll want to make the experience valuable for them. Assigning them to type your memos and straighten out your filing system should not be their primary role. If you need interns to perform some administrative tasks, be clear during the interview about what they should expect so that they aren’t disappointed later.

Creating a meaningful internship program might turn into an effective recruiting tool. The student may be an excellent candidate for a position that you might want to fill in the near future. This is a great opportunity to find out about the student’s work ethic and skill set.

There’s also a long-term benefit that you might not have realized. Once the student leaves your department and begins full-time work in a specialized area, this new IT professional may become a valuable colleague. If you are like me, you don’t have a lot of money for professional contractors. When I have a question or two about programming, networking, or databases, I just send out an e-mail to all my contacts, and I usually get a reply within a couple of days.
Mark is planning to have an intern research changes to the organization’s Web site. What projects would you trust to an intern? Post a comment or send us a letter.

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Informational interviews are a highly effective vehicle for students to successfully land a job. It is a great
way to get your foot in the door, distinguish yourself from others, and to network. Not many students take
advantage of informational interviews because they do not know how easy they are to obtain and how
beneficial they prove to be.
An informational interview is not a “to-hire” interview, you are simply learning about their career path and
current job description. Although it is not “to-hire,” informational interviews can lead to a job offer or
interview with that company or another in the interviewer’s network. Here’s a planning checklist:
Setting up the interview
Identify several companies that interest you
Send a letter, best if by mail [hand-written or typed] to the person you wish to emulate
Ask for 15-20 minutes of their time for an informational interview, and if they will share their career
path and insights [anyone worth working for will give you their time to help]
Preparation
Good questions & general intent
You are there to learn about the interviewer and gain as much information from them as possible
[i.e. their job responsibilities and career path], not to openly seek a job
During
Background on yourself first
responsibilities
title & how long they have been at their position
major
interests
trying to figure out where to start your career (corporate/small co/agency)
where you want to go from here (grad school, work, work & grad school)
Wrapping up the interview
Find out about them
responsibilities
title & how long they have been at their position
where were they before their current job
why did they choose the career path they did
what do they find most rewarding / most challenging about their position
Wrapping up the interview
Ask if they have any colleagues that they think would be good for you to talk with
Give them your resume
After the interview
Write a hand-written thank you note and send it out ASAP
Reference something in the thank you note so that they will remember exactly who you are

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College students have spent the majority of their lives to date preparing for a career and the life
challenges ahead. There simply are no lectures, tests, or papers that can substitute for hands-on
professional experience.
Early hands-on learning for pre-professionals (a.k.a. “college students”) is critical to bridge the chasm of
knowledge and experience between academic learning (school) and the ‘real world’ (work). Getting
practical training for undergraduates is critical to get a leg up on career skills and advancement. The Top
10 Tips below give students various opportunities to pursue.
1) Intern, intern and then intern some more!: Start early [by Junior Year] and apply early to get the
best positions for each semester.
2) Join student organizations: Build your résumé in those related to your field of study and participate
by holding office, going on trips, and networking with affiliate professional members. Other
organizations, like student government and civic-minded groups may also be enriching.
3) Write for your school or community newspaper: Build writing samples.
4) Volunteer for a politician: Election campaigns may be the best time. It’s a life experience in and
unto itself!
5) Volunteer for non-profit organizations: Build your character while you gain experience.
6) Attend professional events and workshops: Local chapters of professional associations often
invite business leaders to speak on relevant topics.
7) Join the local Chamber of Commerce: It’s a great place to network and get involved.
Get a Job: Even if it’s not in your exact field of study, you may be able to hone your research,
writing, telephone and project management skills, among others.
9) Do Informational Interviews: Identify several companies that interest you and contact the person
you want to emulate. Ask if they’ll share their career insights.
10) Recruit Mentor(s): Let them take you under their wing and show you the ropes. Be sure to keep the
relationship active.

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A mentor is someone with first-hand life and career experience that they are willing to pass along in order
to help others succeed. The role of a mentor is to inspire, teach, and guide. Mentors help their protégés
pursue their occupational goals and provide a great introduction to the workforce. These role models can
provide structure in which a protégé can follow the mentor’s examples and learn from their past mistakes
in order to successfully enter and advance in the working world.
1) Pursue Actively: Mentors don’t come to you, they must be sought out. A potential mentor may be
more than willing to help out, but it is unlikely that he or she is actively seeking an apprentice. Local
businesses are good places to start, especially among companies at which you’re interested to work.
2) Seek Resources: There is a National Mentor and Befriending Network as well as Education Business
Partnerships that can help provide a mentor to those in search of one.
3) Choose Wisely: Mentoring is a two-way investment. Decide what you want out of the relationship
ahead of time and be certain that the individual you choose matches your criteria. If so, they also
need to demonstrate a genuine interest and a sense of accessibility.
4) Set Expectations: One a mentor is chosen and has agreed to provide their expertise, it’s important
to set goals for the relationship, which may include: how to best proceed, desired outcomes, contact
preferences and frequency.
5) Assume Ownership: Professionals have very busy schedules. Don’t wait for them to contact you or
think that they’re too busy. The onus for staying in contact lies squarely on the protégé.
6) Be Genuine: protégés must prove their commitment through genuine interest in the mentor’s field of
work. The student must be willing to learn and grow from the mentoring relationship. The more
seriously a student approaches the experience, the more enriching it will be.
7) Demonstrate Progress: Don’t let them wonder. Mentors will feel much more rewarded and remain
motivated to help if they have a sense of tangible progress. Provide them feedback, such as
examples of how you did something specifically or differently as a result of taking their advice.
Give Back: It is important to remember that this experience is a two-way relationship. Seek ways to
provide value in return, such as by sending them articles, items of interest, and referrals.
9) Express Appreciation: It’s always a good idea to write a thank you note and express appreciation in
general. Mentors may not feel comfortable with receiving gifts, but they are very appropriate at times.
10) Assess Value: It is important to take stock in how the mentor-protégé relationship is going.
Sometimes two people find that they simply do not match up. If the relationship is falling below
expectations, consider what if anything can be done to create more value. If the situation cannot be
remedied, then communicate that accordingly and professionally. However, it is key to always keep
in mind that any professional can one day help create a valued connection.

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When the time comes, the best approach to successful job hunting is to make it a job in and unto itself.
There are a number of ways for students to secure desired employment. Here are some tips to help.
1) Be Prepared: Decide what types of companies would suit your interests. Think about any contacts
that may help you. Get organized.
2) Do Your Homework: Find out about companies that are hiring. Do some research on these
companies.
3) Make Lists: These lists will keep you organized throughout the job search process. They will also
help guide you toward fulfilling your goals.
4) Tailor your Resume: Be sure to have a resume that is specifically tailored to the industry in which
you are searching. Make it stand out, such as by adding a photo or design elements.
5) Make the Right First Impression: Be sure to edit and re-edit all resumes and cover letters. Simple
spelling and grammar mistakes can hurt your chances of getting an interview.
6) Have and Give Samples: Send companies samples of your work. It may get your foot in the door.
7) Never Stop Networking: This may give you hints about job openings, interviews, etc.
Maintain a Contacts Database: Keep track of every place you send a resume, every person you
speak with, and any other important job search information.
9) Follow Up: Make calls as soon as you hear about job openings. Don’t procrastinate. The early bird
gets the worm.
10) Be Confident: Don’t get discouraged if you don’t find a job right away. Job hunting is a process, so
be patient.

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