Who Do You Choose When You Need Help?

Who Do You Choose When You Need Help?

When your workload becomes “overload” or you have a large project coming up where you know you will need some help do you consider an Intern instead of hiring a Junior?

With so many private colleges and universities churning out graduates, internships are a great way for businesses to engage a candidate without making an employment commitment and for many candidates, an internship provides them the opportunity to gain experience in the workplace as well as showing potential employers their skills and ability.

There is, however, an opportunity to hire a Junior who is just starting out in the workforce and perhaps studying part time a Certificate III or IV in Business Administration.  They may even continue their education with a Diploma and/or Degree depending on their career aspirations.  With a Junior being employed, there is more time to train them. While the role of Junior is very much about “learning while on the job” you will find that most are very capable and keen to be involved in projects.

Before hiring some questions to ask yourself are:

  • How long will you need this person for? The trick here is to clearly define the length of “time” you will need this person.
  • Will there be ongoing work or is the work just for a specific project?
  • How much time do you have to devote to them?

Some things to consider when deciding if a Junior or Intern is best is, with a Junior they need continual supervision whereas with an Intern although you still need to be there as a “guide” they (should) have the skill set to work independently.

It is very rewarding to bring someone into the team, not only to reduce your workload but also to see others develop their skills and abilities over time that will assist them in their career development as well as increased productivity in your company.

Over the past two decades, I have employed Juniors and more recently an Intern as I needed someone to look after our Social Media when I launched my book last year.  For me having the Intern was great as I have a basic knowledge of all things Social Media and to have someone who knew what they were doing who provided options and solutions meant that I could focus on other areas of the launch.

Here are ten tips to consider when choosing the right candidate for you and your company whether it is an Intern or Junior:

  • Job description with defined role responsibilities
  • Research Government incentives for hiring Juniors and Interns
  • Legal responsibilities for both while on your premises
  • Contract of employment or internship
  • Clear understanding of your expectations
  • Opportunities for growth in the business. Working their way up the ladder (so to speak)
  • Who is going to supervise them in the workplace
  • Hours of employment per week. Is it a set number of hours that need to be completed for an Intern or is it a part-time / full-time position for a Junior. How does this work best for your business?
  • Making them feel part of the team. Induction is critical, getting to know who is in the business, who are the suppliers and who are the clients is so important when bringing someone new on board, especially if it is a young person who has had little experience in the workforce
  • Be there for them and develop them professionally and personally. Encourage and support.

When you suggest to your employer or the HR Manager the idea of hiring a Junior or Intern, eventually the conversation will come to wages.  Being prepared with research or how this person will increase productivity that will not only pay for their employment as well as achieving deadlines is important before having the conversation.  When it comes to wages, a wage for a Junior is bound by legislation and laws, however, with an Intern there can be the option of no payment for their time.  Personally, I believe that if a person is providing a service (even though they are there to learn as well) they will increase your business productivity and should be paid.  It is about respect, fairness, and care.

When it comes to wages, a wage for a Junior is bound by legislation and laws, however, with an Intern there can be the option of no payment for their time.  Personally, I believe that if a person is providing a service (even though they are there to learn as well) they will increase your business productivity and should be paid.  It is about respect, fairness, and care.

Consider your needs and the options that are available to you.

Most importantly make the choice and hire either an Intern or a Junior; you will see growth in your company while being more in control and focussed on your own role along with a great sense of pride in encouraging and developing others.

 

 

 

 

 

Michelle Pascoe

Michelle Pascoe is an international speaker, accredited trainer and assessor and author. She has an undeniable passion for the customer service industry, with a strong focus on mystery shopping and team motivation. With a proven track record and vast experience, Michelle specialises in every aspect of service operations and processes - looking holistically at the overall impact on the customer experience. In 1994 Michelle founded one of Australia’s most respected training companies, Optimum Operating Procedures and Services (OOPS). Her experience since then has led to a diverse skill set and range of experiences, with her current expertise providing knowledge in mystery shopping, service benchmarking, surveys and focus groups, competitor audits, staff training and leadership development. In Michelle’s primary role as a speaker and accredited trainer and assessor, Michelle combines her extensive experience and specialised knowledge with an absolute commitment to igniting the potential in each and every individual, so they can achieve outstanding results. Program participants from various industries such as hospitality, Government and professional services sectors, walk away from her presentations feeling inspired, educated and equipped to deliver outstanding service experiences. Michelle recently co-authored the book - The VIP Principle – Discover How Guest Experiences Drive Long Term Growth, as a way of educating readers on the power of VIP customer service for the 21st century customer. From employing over 80 staff to working with multi million dollar clients, Michelle continues to spread her wisdom and inspiration across the globe. She passionately coaches the leaders of tomorrow, and truly believes in the potential inside every individual. Michelle’s belief is that no matter what industry you are in, service is the key point of difference in creating an essential human connection, and most importantly, life-long loyal customers.

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