Several small businesses are finding there are somes positive to the current economy, including a bigger pool of people available for internships (Click here).
Large employers have decreased internships by about one-fifth this year, mostly due to recession-related budget cuts. At the same time, however, demand for internships is increasing for students who often need internships experience to graduate or secure their first job.
"It's a good opportunity for small-business owners," Keith Ashmus, chair of the National Small Business Association, told The Wall Street Journal.
Ashmus, co-founder of Frantz Ward LLP, a law firm in Cleveland, said the firm's ongoing paid internship program has been attracting higher-caliber candidates as a result of larger firms making cutbacks.
Joanna Pineda, Chief executive of Matrix Group International, Inc. in Arlington, Va., said she is now considering offering a yearlong paid internship in addition to the company's summer internship program for high school and college students.
"The latest crop of interns was amazing," she said.
Tony Pals, spokesman for the National Association of Independent Colleges and Universities, said that even though larger companies tend to have more brand-name recognition, some interns enjoy the less bureaucratic nature of small companies.
A smaller business allows interns to become more involved, even supporting projects that might be put on hold otherwise. Interns also often serve as good future recruits for small businesses. As it's often costlier and riskier to hire permanent staff, hiring an intern is an easy way to try someone out and see how they would fit in the business.
On top of that, setting up an internship program doesn't require a lot of investment, time or money from an employer. The most important part is to find good candidates and be able to manage those candidates.
Thursday, August 27, 2009
Wednesday, August 19, 2009
Entry Level Jobs Suit Older Workers
Many older workers who have been laid off, or who previously retired and are returning to work, and can't find comparable positions are settling for entry level jobs.
A recent survey from CareerBuilder and Harris Interactive found that 63 percent of workers 55-years and older who were laid off during the last year have applied for jobs below the level at which they were previously employed.
About 44 percent of older workers said employers told them they were overqualified for the positions they were applying to. A related survey found that 26 percent of employers have received applications from workers older than 50, 7 percent have received applications from retirees and 7 percent have had older workers apply for internships.
About 65 percent of employers said they would consider experienced candidates for positions, even if they were overqualified. About 29 percent of employers said they had already hired a worker who was 50 or older within the last six months for a permanent entry-level to senior-level position.
Of the older workers who were laid off during the last year but lucky enough to find a new job, 48 percent took a pay cut, 40 percent found positions with similar pay and 13 percent managed to secure a pay raise.
Of the laid off older workers who have yet to find new jobs, 41 percent are considering relocating to another city or state to find work and 23 percent are thinking about starting their own business.
In addition, a lot of employers are receiving requests from workers hoping to stay with the company longer. About 21 percent of employers surveyed have current employees approaching retirement age who have asked to postpone their retirement during the last six months.
About 65 percent of employers said they are willing to postpone retirement to make use of the employee's intellectual capital, 61 percent said they would like older workers to help train and mentor others, 42 percent said these workers know how to weather a tough economy and 36 percent said it would give them more time to transition responsibilities.
A recent survey from CareerBuilder and Harris Interactive found that 63 percent of workers 55-years and older who were laid off during the last year have applied for jobs below the level at which they were previously employed.
About 44 percent of older workers said employers told them they were overqualified for the positions they were applying to. A related survey found that 26 percent of employers have received applications from workers older than 50, 7 percent have received applications from retirees and 7 percent have had older workers apply for internships.
About 65 percent of employers said they would consider experienced candidates for positions, even if they were overqualified. About 29 percent of employers said they had already hired a worker who was 50 or older within the last six months for a permanent entry-level to senior-level position.
Of the older workers who were laid off during the last year but lucky enough to find a new job, 48 percent took a pay cut, 40 percent found positions with similar pay and 13 percent managed to secure a pay raise.
Of the laid off older workers who have yet to find new jobs, 41 percent are considering relocating to another city or state to find work and 23 percent are thinking about starting their own business.
In addition, a lot of employers are receiving requests from workers hoping to stay with the company longer. About 21 percent of employers surveyed have current employees approaching retirement age who have asked to postpone their retirement during the last six months.
About 65 percent of employers said they are willing to postpone retirement to make use of the employee's intellectual capital, 61 percent said they would like older workers to help train and mentor others, 42 percent said these workers know how to weather a tough economy and 36 percent said it would give them more time to transition responsibilities.
Wednesday, August 12, 2009
Internships in SF Get Help from School District
Some students in San Francisco will be getting paid internships, thanks to their local school district. Visit http://www.experience.com to find out more.
Students in the San Francisco Unified School District have had the opportunity to partake in the Career Technical Education Summer Internship Program, the district internship program, for more than 10 years. However, the current economic recession has made it tougher than usual.
The goal of the internship program is to help teenagers find their future in law, medicine, construction or other industries. While many employers volunteered to pay interns in the past, they are having more trouble doing so this year, saying they can't afford or justify the expense when business is going downhill.
For instance, in the past, Kaiser Permanente had been able to provide 24 part-time positions and sponsor 20 others, but this year the company only offered five full-time jobs and five part-time jobs. PG&E used to offer 20 internships, but cut that number to five last year and two this year.
So for the first time, the school district did its part to keep the program alive by contributing $150,000 to help pay the 246 students taking part in six-week summer internships. In the end, nobody who was qualified enough for a position was turned away.
"Had we not been able to use that funding, I would say two-thirds would not have gotten an internship," Lynn Garcia, who helps run the district's program, told the San Francisco Chronicle.
Students from eight of the district's 17 high schools participated in the internship program this summer, earning about $10 per hour and working 20 hours per week.
Students in the San Francisco Unified School District have had the opportunity to partake in the Career Technical Education Summer Internship Program, the district internship program, for more than 10 years. However, the current economic recession has made it tougher than usual.
The goal of the internship program is to help teenagers find their future in law, medicine, construction or other industries. While many employers volunteered to pay interns in the past, they are having more trouble doing so this year, saying they can't afford or justify the expense when business is going downhill.
For instance, in the past, Kaiser Permanente had been able to provide 24 part-time positions and sponsor 20 others, but this year the company only offered five full-time jobs and five part-time jobs. PG&E used to offer 20 internships, but cut that number to five last year and two this year.
So for the first time, the school district did its part to keep the program alive by contributing $150,000 to help pay the 246 students taking part in six-week summer internships. In the end, nobody who was qualified enough for a position was turned away.
"Had we not been able to use that funding, I would say two-thirds would not have gotten an internship," Lynn Garcia, who helps run the district's program, told the San Francisco Chronicle.
Students from eight of the district's 17 high schools participated in the internship program this summer, earning about $10 per hour and working 20 hours per week.
Monday, August 3, 2009
Internships Helping At-Risk Youth
One internship program is helping at-risk youth in Indianapolis get a foot in the door. Click here to learn more about internships.
The Common Goal Initiative, created by the Indianapolis Chamber of Commerce, is meant to help students at risk of dropping out of high school connect their lessons to the real world and find a reason to stay in school. This year, about 37 students were paired with local businesses.
According to an article by The Indianapolis Star, the internships are part of a strategy by business groups and local school districts to increase graduation rates. Aside from the four- to six-week internships, the coalition also pays for programs at schools that include graduation coaches, reading initiatives and chances for students to make up classes they failed.
The main goal is to give students who have fallen behind, or who are at risk of doing so, a chance to see what they are working toward and why school is an important part of their future. While the companies putting on the internships don't pay students, they do receive a stipend from the program.
Students involved in the internships undergo training in order to learn what is expected of business employees. They also must sign a contract to show up on time, communicate with bosses and act professionally.
So far, participating businesses include: Community Hospitals, Clarian Health Partners, National Federation for High School Sports, AIT Laboratories, Ivy Tech Community College, Just Marketing International and the Indianapolis Zoo.
The Common Goal Initiative, created by the Indianapolis Chamber of Commerce, is meant to help students at risk of dropping out of high school connect their lessons to the real world and find a reason to stay in school. This year, about 37 students were paired with local businesses.
According to an article by The Indianapolis Star, the internships are part of a strategy by business groups and local school districts to increase graduation rates. Aside from the four- to six-week internships, the coalition also pays for programs at schools that include graduation coaches, reading initiatives and chances for students to make up classes they failed.
The main goal is to give students who have fallen behind, or who are at risk of doing so, a chance to see what they are working toward and why school is an important part of their future. While the companies putting on the internships don't pay students, they do receive a stipend from the program.
Students involved in the internships undergo training in order to learn what is expected of business employees. They also must sign a contract to show up on time, communicate with bosses and act professionally.
So far, participating businesses include: Community Hospitals, Clarian Health Partners, National Federation for High School Sports, AIT Laboratories, Ivy Tech Community College, Just Marketing International and the Indianapolis Zoo.
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