This is the full post from StartupDigest: Hiring Hacks for Founders. Organized by StartupDigest University, the insider’s guide to the startup world.
Nathan Parcells, Founder at InternMatch
- Nathan graduated Summa Cum Laude from the University of Pennsylvania where he double-majored in Economics and International Relations.
- Nathan gained experience in marketing while working at Arnold Worldwide and in the environmental community after completing internships at both the National Audubon Society and the National Parks Conservation Association.
- Seeking adventure and the outdoors, Nathan spent his summer before graduation sailing the Labrador coast of NE Canada in a crew of six and with no prior sailing experience. This trip furthered Nathan’s interest in the environment, confronting challenges, and learning in new situations.
- Currently Nathan enjoys working on InternMatch and meeting new people as the platform grows.
The presentation notes:
1. How interns add value
Interns can be experienced – especially in the current economy there is a lot of highly skilled individuals both young and senior. Some benefits of hiring an intern include:
- It’s a back door of hiring top talent.
- Get part-time help at a discount.
- Fill in gaps on the founding team.
- Gain early evangelists.
- Hear an outside perspective.
2. How to Recruit top interns
Places to look:
- Internship sites like InternMatch.com.
- Direct from colleagues.
- Craigslist – however you wont find the upper echelon there.
- Pitch what you do well – sell the vision of the company.
- Promote your investors, press coverage and the team talent to illustrate a great environment.
- Let the intern know what they will learn especially the stuff that they cannot from a school.
3. Tips and tricks for intern management
- Assign a dedicated manager to the intern.
- Grab coffee with them once a week.
- Explain the intern’s work in the context of the bigger company picture.
- Give really clear deadlines on projects like at school eg. iterations with feedback.
- Use Non-Monetary Rewards to motivate them. 99% of them are not there for the money. They are there for the culture, experience, networking and knowledge to set them apart in the marketplace.
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