When you decide to hire interns, you have to weigh the pros and cons of adding young inexperienced workers to your professional environment. Finding new team members or freelancers for your business can be stressful but it doesn't need to be that way. Each intern arrives with a distinct set of skills, knowledge and ideas. There are many options and you can never be 100 percent sure about who will be the right pick.

Internship was created as a way to solve this dilemma. The history of internship dates as far back as the 11th century when apprentices were hired to learn various trades such as carpentry, masonry and agriculture. Internship as we know it today began in the 20th century when students were given opportunities to gain hands-on experience in their chosen professions. The idea to hire interns was developed as a way to bring practical experience into the curriculum.

Learning by doing is the foundation of internship. Interns have no experience beyond what they learned in textbooks. They enter with bright eyes and bushy tails but also with a sense of timidity. With this in mind, what should you do if you are considering an internship program for your business?

Pros and Cons to consider when you hire interns

Internships provide several benefits for both the intern and the employer. But there are also disadvantages. Here are a few that you should consider when you hire interns.

1. Enthusiasm - or not

Pro: Interns tend to have a high level of energy and enthusiasm. They are eager to learn and want to get the most out of the experience.

Con: Not all interns have this level of enthusiasm. Some can be sullen and eventually become a drain on regular staff. They aren’t there to learn but to get the credits so they can move on to their “real” jobs. They can also put your business in a negative light. Not exactly what you had in mind when you had the idea to hire interns.

 2. Cost

 Pro: Some interns are willing to work for free so that they can list the work experience on their resumes.

Con: Some interns won’t work without some form of stipend. If they realize they are doing a lot of work for no pay, they might not be an asset to your business.

3. Knowledge

 Pro: Interns come with up-to-date knowledge. When you hire interns, you're hiring a digital natives, which could be a huge advantage to your business!

Con: While they have the knowledge, they don’t have the skills. Interns are inexperienced so you will spend a lot of time and money on training.

4. Experience - or lack of

Pro: Hiring an intern costs less than hiring someone with more experience and education.

Con: You get what you pay for. An intern’s lack of experience means that you have to be very careful about the tasks assigned. You may not necessarily get the quality you desire and may have to coach the intern so that the right quality of work is produced. Be willing to put in a lot of extra training time when you decide to hire interns. 

5. ROI

Pro: You can gain a loyal employee. All the training and time you put into honing an intern’s skills can pay off in the long-term if you decide to hire him or her full time. This is one of the lesser thought of pros when you hire interns. 

Con: You may not get a good Return on Investment (ROI) because the intern may never work with your company.

6. Availability Issues

Pro: Interns are in school and learning some new strategies that you can use in your business.

Con: An intern probably does not have a very flexible schedule. If the internship is during the semester, there are some hours or entire days when the intern will have classes.

7. Area of Expertise

Pro: Interns tend to do one area really well. They are specialists.

Con: Interns lose interest if you want them to do everything and more. An intern isn’t there to do everything from getting your coffee to picking up your dry cleaning.

8. Inside knowledge

Pro: Interns come from your local area. This can work to your advantage if you are a local based business since they would have first-hand knowledge about the unique characteristics of your area.

Con: Hiring interns can be awkward if your office is your home.

An Intern or a Freelancer, Which is the Better Deal?

There’s a good chance you are considering hiring an intern because you want to avoid hiring full-time employees. Interns aren’t the only solution to this problem. Online freelancers can help you get the job done for a fraction of the cost. In fact, Virtual A Team has a team of highly experienced freelancers in various industries who can help you with a wide range of business processes. Here are 5 benefits of hiring an online freelancer versus an intern.

Download our Ultimate Guide to Delegating for More Tips & Tools on How to Delegate as a Solopreneur

Experience

There are several freelancer platforms that feature some of the best and most experienced freelancers in their respective industries. These freelancers understand industry standards and know how to elevate your project so that you get the high-quality output you need. You don’t have to waste time training an inexperienced person.

Not sure where to find the best freelancers? Virtual A Team already has a highly experienced team of social media marketers, writers, web developers, executive administrators, graphic designers, project managers, virtual assistants and video producers who are eager to fulfill your needs.

Flexibility

Freelancers have more flexible schedules. Some even work on weekends. This flexibility can help them finish your projects within a reasonable timeframe. It also makes it possible for you to schedule progress report meetings and consultations that suit your schedule.

Fair Payment

A freelancer’s rate will be less than a full-time employee’s rate. The freelancer may charge more than an intern, but that increased cost is worth every penny because you gain someone with experience. You also will spend little or no time training this person to fit in with your company’s routines and practices.

Remote Work 

Online freelancers can work from anywhere in the world. Therefore, you don’t have to make accommodations for them at your company’s location like you would if you had hired an intern.  You don’t have to worry about them eating out the food in the lunch area or sending your utility bills through the roof.

A Wider Pool

Your pick of interns will be limited to what the colleges and universities in your area can provide. Online freelancing tears down international borders. You can hire the best talent from anywhere in the world. Let’s say that you need a software programmer to create an app. India is known to have some of the best software programmers in the world. Virtual A Team can help you find an online freelancer with the right experience to help you create this app.  There are no limits on where an online freelancer is located.

How do you know the best choice?

 The answer to this question ultimately lies with you. Interns are better suited for people who:

• Are passionate about helping others grown and excel.
• Would like to onboard full-time employees in the long-term but want to train and select the best before doing this.
• Know what they need done and are willing to spend the time mentoring

Online freelancers are better for people who:

• Want to cut through the crap and get quality output from someone with more experience
• Are not sure about exactly what they need and would benefit from someone with experience who can provide guidance
• Have neither the time nor the patience for mentorship

How to Create a Stellar Internship Program

You may have decided that hiring interns is your best option. The next step is creating a stellar internship program that is mutually beneficial to your company and the intern. Here are the steps that can help you make this happen.

Step #1: Have a clearly defined goal for the program.

Think carefully about what you want to achieve. Here are some questions that can help you narrow down your objective:

• Is it your way of giving back to the community to support your corporate social responsibility goals?
• Are you looking to hire the best talent from the program full time? Does this mean that the internship will become more like a competition?
• Do you need some fresh ideas to take your business to the next level?

Your objective will shape what the internship program looks like.

Step #2: Ensure that you are following all the labor laws.

There are some clear guidelines that you should follow if you want to offer an unpaid internship. Review these guidelines and determine whether your should offer a paid or unpaid internship.

Step #3: Create a job description.

No one should be working for your business without a clear understanding of what is expected. Don’t leave it to a verbal agreement; a clear job description should be prepared in black and white. Both you (or your human resource representative) and the intern should sign it so there is evidence of a mutual agreement.

Step #4: Assign each intern to a mentor.

Remember that internship is primarily about creating a hands-on experience that puts theory into practice. Leaving your interns to fend for themselves makes it harder to create this learning experience. It can even cause them to become frustrated. Ensure that each intern has a mentor within your company who can be their go-to for advice. A mentor should ideally not be assigned to more than 3 interns.

Step #5: Give the interns work to do.

This point may be obvious from steps 3 and 4. However, it is so important that we had to discuss it separately. Interns aren’t there to hang around idly and chit-chat at the water cooler. They are eager to learn and want to apply their knowledge. Create opportunities for them to do this. Of course, you aren’t going to give the intern major projects to work on. However, you can:

• Invite the intern to planning sessions
• Include your top interns in client meetings
• Assign interns to tasks that they can complete based on their present skills
• Help the intern collaborate with your team and find the best place to use his or her skills

Step #6: Show appreciation.

Reward sweetens labor. In fact, workers are more motivated when they feel appreciated. Any intern should leave your program feeling empowered and ready to face the challenges of working in the real world. Some ways to show appreciation include:

• Congratulating (in an encouraging way) the intern when something is done right.
• Having an awards ceremony at the end of the program.
• Providing cash incentives to interns who meet certain targets.

Putting It All Together

Companies can benefit from hiring interns or hiring online freelancers. Your choice depends on the amount of time both you and your staff can commit to helping interns grow and learn from the experience.

Only consider hiring interns if you:

• Can create a stellar internship program.
• Believe that your business can benefit from local talent.
• Have the time and resources to support the intern’s learning curve.
• Are committed to community development.

Online freelancers provide an easier way to get the work done faster and at the right quality, especially if it’s a freelancer hired by Virtual A Team.

Entrepreneurs are used to handling a constant barrage of tasks on a daily basis, and it’s often something they pride themselves on. Wearing many hats comes with the territory, and there is seriously something so satisfying about knowing that you’re intimately invested in all aspects of your business.

At some point, however, you may find yourself showing up to black-tie event wearing last week’s unwashed night cap, and that’s not a good look for anyone. (Metaphorically speaking, of course. I’m sure you look great in yours!) Although this can be taken as a clear indicator that you need more sleep, it can also be a not-so-subtle hint that you really should think about getting some help.

And when the universe throws you hints, it’s usually wise to follow them.

Take the hint: Signs you need to hire a virtual assistant.

• You’re normally on top of everything, but lately you feel frazzled and have been making mistakes.
• Your business is starting to feel more exhausting than life-giving, and you find yourself fantasizing about throwing in the towel.
•  You’ve put multiple AMAZING ideas on the back burner because there just “isn’t time” for them.

I know, I know – it’s all well and good to say that these are all “hints” and that you obviously need to hire help…but think of the cost, the training time, the possibility that they’ll make mistakes, create drama, or generally bring you more problems than results. How can you know that it’s really going to work out?

Where are the guarantees?

Well…they don’t exist. That’s just the honest truth. It would take you five seconds flat to find someone who could tell you a blood-curdling story about a terrible person they worked with that turned out to be a bad idea in every way possible. Horror stories abound, my friend.

So I guess that’s it then. If one person had a bad experience with something, it’s clear no one in the whole world should ever even consider attempting it themselves.

Clearly, I jest.

For everyone who has had a bad experience or walked away with a sour taste in their mouths, there is someone out there whose life and business were changed for the better once they decided to bring on help. It might be a scary step, but it can be exactly what you need to do to take things to the next level.

Still not sure?

And just in case hints don’t do it for you, here are some serious reasons to think about taking the plunge:

• You’re spending more time OUT of the genius zone than in it
• Your business hasn’t grown in a while because you don’t have time to invest in scaling up
• You’re spending an inordinate amount of time on some tasks simply because you don’t really know how to effectively do them
• You feel stuck in a rut and are losing your rhythm
• Your relationships are suffering, but there is no way you could possibly spend less time in your business

Any of these sound familiar?

If you’re running a successful business, there is going to come a point where you literally just cannot take on any more, do any more, or invest more of yourself. Now, if you’re already feeling the pressure and you KNOW this is you (or you’re using foresight to see that you’re reaching a growth area and this could easily be you in a few months), I would encourage you to start looking for a virtual assistant, social media manager, copy writer, or [whatever floats your boat here] today.

Download our Ultimate Guide to Delegating Here for More Tips & Tools on How to Delegate as a Solopreneur

Finding Help

Some things you can DO when you need to hire a virtual assistant:

• Have a decent idea of what tasks you’d like done (start with the time-consuming stuff that is pulling you out of the genius zone on the daily).

• Understand that you get what you pay for in this industry, and know that a higher price usually comes with the benefit of a huge amount of specialized talent + skill.

• Connect with your network (lots of people you respect could probably recommend a great support person) or seek out a specialized group online (use Facebook’s group search function, or hop onto LinkedIn).

• Be extremely clear in any online posts about HOW you want to be contacted, because there will likely be a huge response. You don’t want to drown in PM’s if you would have rather just sifted through some Google forms data at the end of the week.

• Engage in some form of verbal communication when you’ve selected a few candidates you see potential in. If you’re bringing someone into your business, you want to feel really good about how you connect as humans. (Zoom is awesome for face-to-face contact!)

And since you’re kind of sticking your neck out there, I’ll even throw in a few things you might want to avoid:

• Don't ask for free “trial periods” or free work to be done on your behalf. (Unless you regularly give away your own products/services; then I guess it’s your call!)

• Avoid asking for detailed project proposals and then never follow up or engage again.

• Don't feel obligated to hire the first person/cheapest person/sweetest person if they don’t seem like a great fit.

Did you take action?

I feel like you should it, so I’ll wait right here.

And…you did it!

You knew what you were looking for (or at least a general sense of it), you asked around or posted in an online group, you interviewed a few candidates, and it’s easy sailing from here on out.

Right?

Right? (An echo chamber, uselessly repeating your own words back to you. Exactly what you were afraid of when you set out to hire help!)

Now Make it Amazing!

You’re not quite out of the woods yet, because the next couple interactions will really set the tone for your working relationship. Here’s how to nail the whole “someone works for me remotely” gig you just made happen:

Usernames and Passwords

• Have a document listing usernames/passwords for any accounts you’ll need them to have access to.

• Encourage them to access these accounts while you are on the phone with them, because many accounts have security features that will flag a new sign-in and require a passcode (i.e. Instagram requires a 6 digit authentication code that is texted to your phone).

Be Flexible

• Come to terms with the idea that it probably isn’t going to be exactly the way you did it / always do it / would have done it. The point here is that YOU aren’t doing it, and that is a good thing. (Obviously crappy work is one thing; however, someone not choosing to utilize an Oxford comma probably isn’t worth losing sleep over. Or maybe it is. Personally, that might be my line in the sand.)

• Be open to new ways of doing things – especially the things that were never even part of your genius zone to start with. (Psst. Isn’t that part of why you hired someone? Because if that isn’t your thing, why are you death gripping it so tightly and insisting it must be done exactly the way you learned how to do it in that blog article from 2011?)

Be Clear

• Provide necessary materials in a timely manner so that projects can actually get done. (Nothing like having someone send you ALL. THE. THINGS. two hours before a deadline that’s been looming for two weeks. Don’t be that guy/girl/human).

• Be honest if something just isn’t working for you. If you’re feeling stressed or frustrated by someone’s work style, they probably feel the same way about yours. Some people just don’t jive well, and that’s okay. (Not to get ahead of you, but read the next tip!)

• Start out with a set time frame allocated as a “trial period” that entails specific tasks, due dates, and check-ins. If either of you aren’t happy at the end of things, it’s a natural stopping point where you can gracefully end the relationship. (This is NOT free…it’s just a time frame for expected services so you can get to know each other.)

And there you have it. Everything you need to know whether NOW is the time to bring someone new into your business.

Good luck! (And don’t forget to tell them they’re awesome when they turn out to be awesome!)

Some Resources

In case you actually didn't quite get around to doing it yet, here are a few active Facebook groups you're allowed to post hiring needs in:

Virtual Assistant Tribe Job Board

Social Media, Marketing, & PR Jobs

(I am a member of these groups - I do not run them, I am not an administrator, and I do not benefit from you using these links. I'm also not responsible for what happens to you if YOU use them, including and not limited to: substantial increases in time, money, health, and happiness.)

Of course, you can also work with Virtual A Team and reduce the unknowns and risk.

Facebook and Twitter and Linkedin, Oh MY! Hiring a social media manager can be almost as intimidating as social media itself. From basic posting to full-on advertising. There are more ways to use social media for marketing than there are social media channels (and that’s A LOT)!

We all know that social media isn’t going the way of yellow pages advertising any time soon. There’s still a very prominent place in social media for marketing your business. Yet, the landscape changes almost daily and can be challenging to keep up. So where do you start and how do you know what to look for when hiring a social media manager?

Goals, of course.

The first stage of any process should always be your goals. This holds true for hiring a social media manager as well. You need to know what your social media goals are first. Are you just trying to have a visible presence on social media? Or are you actually trying to achieve some concrete results?

Let’s look at a few of these goals.

Someone (Probably a Social Media Manager) Told Me To

OK, I’m not saying this is you. I hope this isn’t you. Maybe this is you. This is you IF you have social media accounts because you think you are supposed to.

Look, social media isn’t like having a business bank account. It isn’t a requirement for doing business. Sure, a lot of people will tell you it is. They probably have some stake in you getting so far in over your head that they want you to hire them to fix it for you.

It’s OK if this is you. It’s fixable.

If this is you, you may have opened several social media accounts and, once in a blue moon, post to one or two of them. This content might be repurposed from blog posts or podcasts. Or it might be curated from things you think are interesting. It may actually even, occasionally, be relevant.

This level of engagement is a lot like going to a networking event once or twice a year, dropping off your business cards and leaving. You hope someone will pick them up and call you but it’s not likely.

It’s OK if this is you. It’s fixable.

It may be tempting to hire someone to replace you when you are new. You hire them to have some consistency in your posting schedule. But, all you are really doing is "attending more events" per year and dropping off your business cards.

We recommend avoiding hiring someone to manage this process for you. You won’t see much return on that investment. It’s kind of like going to the gym after pigging out at a buffet. You might feel better for doing it but your results won’t show.

Maybe Get Some Leads

“Wait a minute… Isn’t the point of social media to generate leads for growing my business?”

If this is you, you may feel the best way to use social media is to post links back to your website to drive traffic. You might also offer an occasional promotional post about your products or services.

Sure, we all want leads. I mean, we aren’t in a non-profit after all (if you are, then this may not be the right post for you… Just sayin…). We are here to make money and the only way to do that is to get more leads.

And here’s the rub. You and the more than 50 million businesses on Facebook alone are all competing for that same goal.

You are also competing with the social media platforms. And they have all said they want (and need) to keep traffic on their own sites. It’s not in their best interest to send it to yours! It’s kind of like going to a networking event and telling everyone they need to come over to your business right now. The event organizer isn’t going to be too happy with you.

Once upon a time, it was easy to post a link to your article or offer and get a lot of people to click over. That’s not the case anymore.

Getting organic leads (those you don’t have to use ads to get) requires a much more involved process now. This takes time and effective strategy.

Build Community

When thinking about organic traffic, a community is where it’s at. You can build social media communities in any of the following ways:

• Groups (Facebook and LinkedIn),
• Boards (Pinterest),
• Hashtags (Instagram and Twitter),
• Or directly on pages and profiles (any social media).

Communities are where cold contacts turn into warm leads. Social media platforms prefer to keep their audiences on the platform. It is up to you to develop strategies that foster your community where they already are.

Think of this like your daily or weekly networking time, only you don’t have to get dressed or deal with traffic!

The best way to build community is to make time to get to know others and interact with them in meaningful ways. This process can’t be automated. It takes a real human to engage with others. At least, I haven’t seen any AI that works that well yet…

Generate Sales

Ah, the golden goose. It’s all about generating sales. There are two ways to use social media to generate sales. Neither one of them will likely produce results as fast as you want!

Using paid ads in social media is the fastest way to generate sales. But, it still takes time to get the algorithm to work out and usually requires a funnel to lead to the sale.

It won't cost you anything to nurture your community and take a relationship approach. But it will take a lot longer. It requires getting your hands dirty and having conversations. What you are saving in money, you’ll spend in time.

Customer Service

Every business can start using social media for customer service purposes. It can be as simple as following up when you see questions or comments.

Many medium to large businesses are now also using social media as their primary channel for customer support. Customer support can now interact directly with clients where they are. Chatbots are even allowing automation of many of these common questions

We feel this is an area to be reserve until your business hits a certain level though. If you are still a small, one person operation, you probably aren't quite ready for chatbots.

Improve Brand Awareness

Are you almost as tired of hearing about the need for a brand as you are hearing about social media? Well, that’s because they go hand in hand. An effective brand allows you to stand out in the crowd.

Think of social media as a sports stadium full of fans from dozens of different sports and teams. You happen to love baseball, particularly the Arizona Diamonbacks. And you aren’t a big fan of football. (Oh, wait, that’s me. Well, pick your combo and fill it in).

Now, it’s up to you to get the attention of the few fans that match your combo. You could spend a lot of money for a jumbotron ad. Or you could be wearing the telltale colors and logo of your favorite team. Anyone you meet will know who you root for.

This is what brand awareness is. It’s helping people to instantly know who you are and what you are about. Social media is an excellent way to get your brand out into the world. Sure, you could spend the big money for the ads. Or you can walk around the stadium wearing your team brand and connecting with others.

OK! HELP!

Are you sending out an SOS? Is this all too overwhelming? Don’t worry, you can get help. Hiring a social media manager depends on more than just your goals, though. Let’s look at what’s next.

Skills Required

You might be sticking to the super basics of social media and only care about the fact that content is posted. For everyone else, effective social media management involves some essential skills.

Download our Ultimate Guide to Delegating Here for More Tips & Tools on How to Delegate as a Solopreneur

Graphic Design

Programs like Canva make this a little easier to manage. But it’s still important that the graphic elements of your social media are on brand.

If you are a party planner for children’s events, an image with a woman in a long flowing dress laying over a piano probably wouldn’t make sense.

Look at the following two images. What feels different about them?

These are both social media images for Virtual A Team. However, the second image draws on my brand values rather than just following a basic template.

Just as important are the colors and fonts you use in your images. Do they add to or detract from the message you are trying to put out. Graphic design is more than just knowing your way around a program.

Writing

For those of us that write, it seems like a skill that anyone can have. However, writing for social media isn’t just a quick sentence or two. Effective posts that increase engagement and stimulate action need some savvy copywriting skills. A good copywriter is part psychologist. They know how people think and string words together that drive results.

Research

Not all of your posts will be stuff you created. It’s important to be able to research and curate content that complements but does not compete with your business. Let's say you are a professional organizer. You might not want to share content that is from another professional organizer in the same town. But one from another state might add to and help you grow your business.

Marketing

Hey, look, at its core, social media is marketing. That’s why it’s called social media marketing and not social media branding or social media sales or social media networking. Effective social media marketing can have a much wider impact than initially anticipated. Your social media content could end up on search engines, in magazines (both online and print) and on websites all over the internet.

Advertising

A subset of marketing is advertising or paying for your marketing. The costs of ads go up as social media platforms become more and more competitive in the space they give to advertisers. You can reduce your costs by targeting your ads to specific populations but this can be challenging if you aren’t familiar with the tools.

What’s Next?

The next step is to really evaluate your skills in the areas above. It’s OK if you suck at something. You are good at what you do and should focus on your zone of genius. Let someone else suck at what you do and have graphic design as their zone of genius.

Once you know what you are good at, you need to really decide if it makes sense for you to spend time doing it. Seriously. You could be an excellent writer but does it make sense for you to write all your social media posts? If you can pay someone $50 an hour to do that and you can make $150 an hour, you are losing $100 an hour for each hour you do this.

My husband used to tell me that the fastest typist in the world was a lawyer who still had a secretary do all his typing because he made more money as a lawyer. I haven’t been able to verify that story but it gets the point across.

Hey, look, if you have more time than money, then do the work you know how and delegate the stuff you don’t. But if you are slowing down your own business growth because you are spending too much time doing things you CAN do but shouldn’t, then maybe it’s time for a new plan. Maybe…

Who to Hire

Virtual Assistants

If you are stuck on hiring someone just to get basic content out, then you can probably do fine with a general virtual assistant for this purpose.

Social Media Strategist

A social media strategist can help you come up with a game plan for how to get the most out of your social media. They may not do the hands on work for you but can give you some ideas and suggestions for what to post and when. The social media strategies will help you draw the map.

Social Media Manager

There are no requirements for calling yourself a social media manager. This can be a virtual assistant who has some social media experience or it may be a social media strategist who is highly skilled and also helps with implementation. But how do you know if a social media manager is skilled? Here’s a little help.

Questions to ask when hiring a social media manager

• What social media channels should I be on for my business? (Hint, if they say all, then they don’t know what they are doing).
• How would you use the different social media channels for my business?
• What tools do you use to manage social media?
• What is your experience with advertising on social media?
• What makes a good social media post?

An effective social media manager will spend as much time asking you questions about your business and goals as you ask them. In fact, it should be more.

Final Thoughts

Remember that virtual assistants are entry level positions that often do not have the required skills to get results on social media. If your goals are simply to have a presence, then this can work for you. However, if you are looking at social media as a marketing investment, then consider going with a skilled professional that can get results.

If you have questions or would like to find out what Virtual A Team can do to meet your social media needs, feel free to give us a call.