![\"fnMentoring](\"http:\/\/foundersnetwork.com\/wp-content\/uploads\/2014\/12\/hiringinterns-1024x454.jpg\")
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Nathan Parcells<\/a>, co-founder of LookSharp<\/a> (powers InternMatch), led an fnMentoring session for fellow members on hiring interns and entry-level employees. We’ve pulled five\u00a0points from his session here– a few\u00a0tips that can get you started:<\/p>\n 1.\u00a0Go beyond academic credentials.<\/strong> 2. Use educational compensation as a selling point.<\/strong> 3. Clue them into the culture.<\/strong> 4. Assign a project.<\/strong> 5. Use interns for succession planning.<\/strong> Big thanks to Nathan for sharing his expertise with Founders Network! You can check out more\u00a0of his advice regarding\u00a0successful recruiting<\/a>\u00a0\u00a0and\u00a0intern compensation<\/a><\/span>\u00a0here on Founders Edge.<\/p>\n For the opportunity to access FN\u2019s many benefits, including an invitation to our next fnMentoring<\/a> session, and opportunities\u00a0to share your expertise with the community,\u00a0learn about our approval process\u00a0here<\/a>.<\/em><\/p>\n","protected":false},"excerpt":{"rendered":" Nathan Parcells, co-founder of LookSharp (powers InternMatch), led an fnMentoring session for fellow members on hiring interns and entry-level employees. We’ve pulled five\u00a0points from his session here– a few\u00a0tips that … <\/p>\n
\nScreen candidates with the expertise and academic credentials you are looking for, but pay attention to extra curricular activities as well.\u00a0Extra curricular activities can help you\u00a0get a full picture of the candidate and see whether they are a culture fit. Candidates who are self-starters and passionate about what your startup does will stay motivated and add the most value to the company. Nathan noted that a great\u00a0intern can add $50K worth of value to your startup, while a mediocre one can cost you $25K.<\/p>\n
\nKeep in mind that interns are looking for a chance to grow. In fact,\u00a0<\/b>55% of surveyed millennials want access to executives and mentorship.\u00a0<\/b>Speak to your startup’s vision, your team’s experience, and the relevant\u00a0skills that a candidate could learn through the internship.<\/p>\n
\nGive the intern an idea of your startup’s culture: working hours, dress code, communication style, etc. This will not only help them succeed and fit in, but also\u00a0enhance the company culture.<\/p>\n
\nProject-based internships tend to be more successful than giving the intern random tasks. Train your intern and set them loose on a project that they can run with during their contract. Projects give your intern a chance to learn, and leave your company with something substantial you can potentially use long-term. Nathan shared that InternMatch’s first design intern designed a resume template that has\u00a01.5 million views today–a project that the intern quickly knocked out!<\/p>\n
\nIf you are grooming an employee to become a manager, give them an intern to test the waters. This allows your employee\u00a0to get a chance to interview and train someone else, setting them up to take on more responsibility.<\/p>\n
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