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職場(chǎng)雙語(yǔ)：實(shí)習(xí)——?jiǎng)?chuàng)造雙贏
小企業(yè)主們?cè)谘巯碌?a class="channel_keylink" href="http://www.stanzs.com/lunwen/jingji/" title="經(jīng)濟(jì)">經(jīng)濟(jì)衰退中看到了“利好”的一面：他們可以通過(guò)實(shí)習(xí)項(xiàng)目吸引到更多的人才，
職場(chǎng)雙語(yǔ)：實(shí)習(xí)——?jiǎng)?chuàng)造雙贏
。“最近的這茬實(shí)習(xí)生太讓人驚喜了，”Matrix Group International Inc.的總裁皮內(nèi)達(dá)(Joanna Pineda)說(shuō)。Matrix Group International是一家總部設(shè)在弗吉尼亞州阿靈頓市(Arlington)的提供全方位服務(wù)的網(wǎng)絡(luò)服務(wù)提供商。
眼下，皮內(nèi)達(dá)正考慮在公司原有的面向高中生和大學(xué)生的暑期實(shí)習(xí)項(xiàng)目以外，再增加一個(gè)為期一年的帶薪實(shí)習(xí)崗位。
經(jīng)濟(jì)衰退導(dǎo)致的預(yù)算削減讓大型企業(yè)在今年砍掉了大約五分之一的實(shí)習(xí)崗位。與此同時(shí)，學(xué)生就業(yè)市場(chǎng)緊縮，而如今的雇主們也比以往更加看中求職者的工作經(jīng)驗(yàn)，因此學(xué)生們的實(shí)習(xí)需求不斷上升。
“這對(duì)小企業(yè)主來(lái)說(shuō)是個(gè)不錯(cuò)的機(jī)會(huì)，”美國(guó)小企業(yè)聯(lián)合會(huì)(National Small Business Association)主席阿什莫斯(Keith Ashmus)說(shuō)。阿什莫斯同時(shí)也是克利夫蘭市一家名為Frantz Ward LLP的律師事務(wù)所的共同創(chuàng)辦人。他說(shuō)，在大公司壓縮實(shí)習(xí)計(jì)劃規(guī)模的時(shí)候，他的公司推出的帶薪實(shí)習(xí)項(xiàng)目正吸引來(lái)更高素質(zhì)的求職者。
Small-business owners are discovering an upside to the economic downturn: a deeper pool of talent to tap through internship programs.
’The latest crop of interns was amazing,’ says Joanna Pineda, chief executive of Matrix Group International Inc., an Arlington, Va.-based full-service web solutions provider.
Pineda is now considering offering a year-long paid internship alongside the company’s longstanding summer program for high-school and college students.
Large employers have slashed the number of internships by around a fifth this year as part of recession-related budgets cuts. At the same time, demand for internships is rising among students facing a tight job market where employers are increasingly putting a premium on work experience.
’It’s a good opportunity for small-business owners,’ says Keith Ashmus, chair of the National Small Business Association. Ashmus, who is also a co-founding partner at Frantz Ward LLP, a law firm in Cleveland, says his firm’s ongoing paid-internship program is attracting higher-caliber candidates as larger firms cut back.
Tony Pals, a spokesman for the National Association of Independent Colleges and Universities, says while larger companies tend to have broader brand-name recognition, ’interns may enjoy the less bureaucratic nature of small companies, and the often more dynamic work environment.’
Interns can pitch in to support projects that might otherwise languish on a back burner. They can also energize a workplace with their enthusiasm. An internship program can also serve as an ef fective recruitment ground for future hires.
’An internship program is an inexpensive way to try someone out,’ says James J. Holtzman, a fee-only financial planner with Legend Financial Advisors Inc. in Pittsburgh, which has an ongoing paid-internship program.
Hiring permanent staff can be costlier and riskier right now because the uncertain economic environment makes it harder to forecast future cash flow. ’A business owner might want to hedge their overall expenses by employing lower-cost labor, such as interns,’ says Laura Mattia, a fee-only financial planner with Baron Financial Group LLC in Fair Lawn, N.J.
Setting up an internship program doesn’t require a large investment of time or money. To get the best results, business owners need to find appropriate candidates and screen them to make sure they have the skills needed to get the jobs they want done. Once hired, providing regular feedback is important as it should be a learning experience for the intern. Offering to act as an advocate in support of an intern’s career search is another selling point.
’You need to create a win-win,’ says Michael Franz, director of the Washington Small Business Development Center at Washington State University.
First, a business needs to identify local schools and colleges that have students with desirable skills. By contacting schools’ career centers, business owners can gain insight into students’ schedules and the amount of time they can reasonably devote to an internship. For example, an intern may be able to work 10 hours a week while classes are in session and work 30 hours a week during breaks. If arrangements are made with schools in advance, students may be able to receive academic credits.
Business owners should write up a clear description of duties the intern will be expected to perform, desirable qualifications, the required time commitment and whom to contact. ’Most schools have job fairs in the spring or fall semester, so consider sponsoring a table,’ says Holtzman. Business owners who want to cast the net wider can post ads on Web sites like Craiglist.com and idealist.org.
Businesses can offer unpaid internships if the on-the-job training predominantly benefits the student and furthers their education. However, to avoid falling afoul of federal labor laws, if interns are performing tasks that bring in business, experts recommend entrepreneurs compensate interns at an hourly rate that is at least equivalent to the applicable state minimum wage or offer a stipend that covers meals, living and travel expenses.
Businesses also need to provide workers’ compensation insurance and comply with all laws requiring withholding and payment of payroll taxes. It can also be prudent to require interns to sign a confidentiality agreement.
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