Business Education

The Secret Weapon for Small Biz: Unlock a Pool of Brilliant Summer Interns (Before Your Competitors Do)

Forget expensive hires and chasing talent you simply can’t afford. Your small business needs a competitive edge this summer, and it’s not what you think. While your rivals are scrambling, you could be tapping into an often-overlooked goldmine: brilliant summer interns.

That’s right: summer interns. This may seem something like only big-time organizations do, but small businesses can benefit as well. These individuals are great resources and could turn into full-time future assets. Below, we will reveal the simple, effective strategies to attract top-tier talent, inject fresh energy into your team, and supercharge your productivity—all before your competitors even know what hit them. So, read on!

How Small Business Owners Can Find Qualified Summer Interns

Summer internships can be a win-win for small businesses and students alike. Interns gain valuable hands-on experience, while businesses benefit from fresh perspectives, extra help, and potential future hires. However, finding qualified interns—ones who are motivated, skilled, and a good fit for your business—requires a strategic approach. Here’s how small business owners can attract and hire the right summer interns.

1. Define Clear Goals for the Internship

Before you begin the search, define what you want the intern to accomplish. Consider the following:

Skills and qualifications. What kind of intern are you looking for? Are you seeking marketing support, administrative assistance, or technical expertise?
Projects and tasks. Outline the specific work interns will do. Will they assist with social media, research, customer service, or operations?
Learning opportunities. Interns should gain valuable experience beyond just doing tasks. How will your business help them learn and grow?

A well-structured internship program increases the likelihood of attracting serious candidates who are eager to contribute.

2. Tap Into Local Colleges & Universities

One of the best ways to find interns is through local educational institutions:

Career services offices. Most universities have career centers that help connect students with internships. Reach out and list your opportunity.
Business and industry-specific departments. Contact professors in relevant fields (such as marketing, finance, or engineering) to get recommendations for standout students.
Campus events. Attend internship fairs or networking events where students actively seek opportunities.

Building relationships with universities can provide a steady pipeline of talented candidates eager for hands-on experience.

3. Leverage Online Internship Platforms

Many students search for internships online, so listing your opportunity on well-known platforms can broaden your applicant pool:

LinkedIn — Post your internship and connect with potential candidates.
Handshake — A widely used platform connecting students with internships.
Internships.com and WayUp — Sites specifically designed for internship listings.
Your website and social media — Promote the internship on your business’s website, LinkedIn, and Instagram.

By listing your internship online, you expand your reach beyond your immediate network.

4. Reach Out to Local Business Networks

Your community might have hidden gems—motivated students looking for summer opportunities. Consider:

Chambers of commerce. Many local business groups have resources to connect employers with students.
Networking events. Attend industry mixers and talk to young professionals looking for experience.
Nonprofit organizations. Groups that support young professionals might have internship matching programs.

Sometimes, the best candidates come from within your local connections.

5. Write a Compelling Internship Description

Your internship posting should be clear, engaging, and specific to attract qualified applicants:

Use a strong headline. Instead of “Summer Internship Available,” try “Marketing Internship—Hands-On Experience at a Growing Business!”
Highlight benefits. Will they gain real-world experience? Work directly with leadership? Improve key skills?
Clarify requirements. Include necessary qualifications (such as coursework, basic skills, or software knowledge).
Include compensation details. If it’s a paid internship, highlight the pay. If unpaid, ensure it offers strong learning value.

A strong internship description ensures you attract interns who align with your business goals.

6. Conduct a Thorough Screening Process

To find qualified interns, don’t settle for the first applicants—take the time to vet them properly:

Resume reviews. Look for relevant coursework, previous internships, or extracurricular involvement.
Interviews. Ask questions about their career goals, teamwork skills, and ability to contribute to your business.
Skill tests (if applicable). If hiring for technical roles, consider small assignments or sample projects.

A thoughtful selection process ensures you bring in interns who are serious about making an impact.

7. Make the Experience Valuable for the Intern

A well-run internship benefits both the business and the intern. Ensure that your intern:

Has mentorship and guidance rather than being left alone on tasks.
Gains real skills that improve their career prospects.
Feels engaged, whether through team collaboration or meaningful projects.
Receives feedback, helping them grow professionally.

Investing in your interns will not only make their experience more meaningful but also encourage them to consider future employment with your business.

Build a Strong Internship Program

Finding qualified summer interns requires more than just posting a listing and hoping for applicants. Define clear goals, use strategic hiring methods, and create a meaningful experience—and you’ll attract interns who contribute to your business while gaining valuable skills.

By investing in the next generation, your small business can benefit from new energy, fresh perspectives, and potential future hires. With the right approach, internships can be a stepping stone for your business growth.

Want to Accomplish More?

Do you want your company to grow faster and earn more while spending more time with your family doing everything you started your business to do?

We can make that dream a reality. Give us 30 minutes, and we will show you how to get your life back. Skeptical? Good! Put us to the test.

You can call us for your free appointment at 480-636-1720, or, if you prefer, Waters Business Consulting Group to learn more about us and the services we offer.

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How to Fire a Family Member You Hired to Work for Your Small Business

January 1, 2022 No Comments

How do you fire a family member you hired to work in your small business? It’s a very complicated and stressful situation. You hired your brother-in-law, your cousin, nephew, niece, sister-in-law, or even a sibling. And, you probably did so with a lot of enthusiasm. But, it’s been in one unmitigated disaster after another. He or she just isn’t up to the job. Now, it’s come to the point where it’s hurting your business and you can’t continue on any longer. Fortunately, there are ways to break the bad news. Read on to learn about some of the best ways to fire a family member from a small business. Training versus Termination If you have given him or her more direction and a little extra attention, that might have been insufficient. It could be that he or she needs a lot more in order to really be an asset. So, the first step to take is to try and fix what’s broken. Make a prioritized list of what isn’t working and address those things first. Then, mentor him or her according to that list, going one by one. Many entrepreneurs take pride in their ability to provide jobs for their family members, but it can turn sour quickly when the family member doesn’t perform well. Subsequently, firing a family member can cause a rift between the entrepreneur and relatives who are close to the fired family member. And the entrepreneur may feel guilty if the family member can’t readily find work. —The Business Journals If this isn’t really applicable to your circumstances, consider moving him or her into a different position. Sometimes, people seem like a really good fit for a particular role and simply can’t do the job up to expectations. This might not even be his or her fault, so turn it into an opportunity to reassign him or her to a position where he or she can thrive. If these two strategies will not work or fail to produce any results, you will have to face the unenviable task of terminating him or her. Most Effective Strategies for Letting a Family Member Go from a Family Business Sadly, not every situation will work out as envisioned or intended. Sometimes, it’s just the wrong person for the job and there’s no changing the fact that you cannot pound a square peg into a round hole. Here’s some advice about how to fire a family member from a small business: Be prepared to break the bad news in an appropriate way. Even if this person is driving you crazy, don’t let anger be the emotion that causes you to lose control. First off, you’ll probably say something you’ll regret, and moreover, you might come off so angry that he or she will think you were just incensed and letting off steam. Take some time to reflect on what has occurred and make notes if necessary. Choose the right time and place. The most tactful way to engage is away from the workplace but in private. If you do this at your place of business, there’s too much potential for things to go wrong and become an embarrassing situation in front of your employees. It’s best to have the discussion somewhere else than your business — like a neutral, public place — perhaps a restaurant or park. Be honest but empathetic. You need to be straightforward with him or her but don’t make a big speech. Instead, be brief and direct but empathetic at the same time. Then, give him or her a chance to talk and don’t interrupt. If necessary, repeat your points but don’t belabor them. Remain emphatic and stay courteous. It’s very likely that he or she will push back hard and that may cause you to recant. If you begin to feel guilty, that’s a normal emotion. Try to stay pragmatic and be emphatic yet courteous. Don’t let him or her guilt you into making another bad decision. What other advice would you give people facing the unpleasant prospect of having to fire a family member from a small business? Please share your thoughts and experiences so others can benefit from your input! Interested in learning more about business? Then just visit Waters Business Consulting Group.

The Pros and Cons of Hiring Remote Workers

May 17, 2019 No Comments

Hiring remote contractors or employees, like anything else, has its pros and cons. It’s a difficult decision, particularly if you haven’t done it before. When you need more hands on deck, you might wonder if it’s really necessary to bring in a full-time person into the workplace. With all it entails, it’s a big leap, no matter how many times you’ve done it before. So, what about hiring someone to work remotely? What are the pros and cons of hiring remote employees? Let’s take a quick look. Remote Staff Cons Hiring remotely can mean having to make a few adjustments, including time differences. You might find a great fit in a candidate who lives in another time zone. Sometimes, even an hour or two can make a huge difference. Hiring remote employees can be an efficient and cost-effective way to solve problems for small businesses. For many business owners, knowing the benefits of remote hires can open up a variety of benefits, from cost savings to efficiency. —On Deck.com Another possible stumbling stone is communications. Yes, today’s technology makes it far more easy to communicate over just about any distance. But, it still has it limitations, no question at all. Then, there’s the challenge of training. This might well prove the most difficult obstacle to hiring a remote employee or contractor. Remote Employee Pros Of course, there are some very good reasons to hire a remote staff member. Here are a few benefits to hiring a remote worker: Reduced cost. This can’t be understated. When you hire remotely — especially for a contract position — you’ll get the benefit of saving money on labor. A remote contractor can save money in the form of health care and other benefits. Plus, remote contractors might accept a little less in the way of compensation for their own convenience of not having to commute. Skill-set access. Sometimes, it’s just too costly to hunt down the right person with a needed skill-set in your location. (That person might not even be available or live in your area.) In situations like these, needing a particular set of skills, a remote employee could be a great fit. Time advantages. What works one way can work another. Someone who lives in a time zone that’s a couple or few hours ahead of you can serve as a big benefit to getting a head start. He or she can produce what’s needed and do so before you even get into the office. Less office drama. One thing most people don’t think about when it comes to the benefits of hiring remotely is that it doesn’t add to any office politics. Someone who isn’t physically on-site won’t feed into the gossip, which is another advantage. What other points would you add to these? Please share your thoughts and experiences by commenting! Interested in learning more about business? Then just visit Waters Business Consulting Group.

When Should Your Business Start Charging for a Free Service or Product?

January 16, 2020 No Comments

There comes a time when a business must start to charge customers for something it’s provided for free in the past. As consumers, we are all familiar with this phenomenon. Perhaps a local restaurant favorite, that previously furnished patrons with bread-sticks or chips, free of charge. Then, suddenly on one particular visit, that item was no longer provided for free. Why Businesses Start Charging for a Previously Free Product or Service Of course, there are a myriad of reasons for a business to transition from offering something at no cost to charging its customers for it. It could be due to a variety of situations, such as a lack in supply, an overall change in industry practices, perhaps a transition from one owner to another, or a simple revenue loss calculation. One of the secrets to business success is pricing your products properly. Price your products correctly and that can enhance how much you sell, creating the foundation for a business that will prosper. Get your pricing strategy wrong and you may create problems that your business may never be able to overcome. —Inc.com Whatever the underlying reason for the change, it is usually out of necessity, rather than just a capricious decision on the part of the business. Perhaps your company is experiencing this and you’re wondering if it is feasible to charge for something you have previously provided at no cost to your customers. It’s a tough decision because you’re obviously worried that it might hurt your business, either in the short- or long-term. How to Know When it’s Time to Begin Charging for a Service or Product Previously Provided at No Charge Of course, there’s always a risk entailed in going from no cost to charging for something, be it a service or a product. So, let’s take a look at a few reasons when it is appropriate to start charging for a service or product you previously offered at no cost: There’s a change in your cost. Let’s begin with one of the most obvious signs, a change in your expenses. You might have experienced an increase in how you acquire a product or need to keep up with the industry and start charging for a particular service you offered for free prior. Other businesses already charged for the same thing. Here’s another fairly straightforward reason — companies in your line of business already charge for that certain product or service. Perhaps you did not in the past because it was a way to drive business. But now that you’re established, it’s time for customers to pay for it. The industry itself is changing. Sometimes, market forces simply dictate a change in the way some companies do business. This might be one of those circumstances, when others in the same industry are starting to charge for something that they previously provided for free. It’s simply time to make the transition. There are times when it’s necessary to take a loss-leader and transform it over to a revenue generator. It isn’t really all that uncommon for businesses to take a small loss on a product or service for some length of time, only to begin to monetize it at some point. What other advice would you give about transitioning from taking a product or service from no cost to charging? Please share your thoughts and experiences by commenting! Interested in learning more about business? Then just visit Waters Business Consulting Group.