Catersource invited me to share the differences between interns, contractors, and employees – and when it’s best to hire each. ALSO, what are the rules and guidelines for each? (Hint: most people in weddings and events are doing it WRONG.)
This is a 3-part series. And, while the examples given are for catering companies, they’ll certainly apply to non-caterers also.
Here’s a snippet:
What can an intern do?
No, you can’t have your intern sling coffee, unless you’ve created an internship to teach barista skills. An internship is a short-term training program within your company. The goal is for you to serve as an educator and provide hands-on experience for a specific skill. Interns are not hired to file papers, serve coffee, do kitchen prep, and manage social media all in the same summer.
Internship rules have become slightly more flexible in recent years, allowing employers to benefit from the work done by interns. However, the employer still must show educational value. You’ll want to think about creating a ‘curriculum’ for a period of time. For example, a three-month marketing internship or a six-month event management internship in which the intern gets specific instruction on those areas.
You can read the rest of my article on staffing event interns here.
If you’re looking for more help with your staffing, check out The People Plan.