Question: This is our first time looking into internship positions. How can we best prepare to hire interns?
Answered by the HR Experts:
For employers, the key consideration is that an internship should primarily benefit the intern, not the employer. The safest approach is to ensure interns are either paid or participating through a legitimate school program where they receive academic credit.
For unpaid internships, the experience should be educational and provide meaningful training, mentorship, supervision, and opportunities to develop skills related to the intern’s education or career goals. Interns should not be brought in simply to provide additional help, replace employees, or perform the same regular productive work as paid staff.
Before recruiting, employers should determine whether the internship will be paid or school-sponsored and establish clear learning objectives, responsibilities, supervision, and the anticipated duration and schedule of the internship. It is also a good practice to have a written internship description and designate a supervisor responsible for the intern’s training and development. For school-sponsored internships, employers should coordinate with the school regarding any required documentation or program requirements.
If the company primarily needs additional help with day-to-day operations, the safer approach is to hire and pay the intern as an employee and follow California wage and hour requirements.
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