I joined Matar Media at the end of July. 🤗
On the 2nd week of the job, I fired 6 interns! 😱
You (as a founder/ operator) should too. 🤔
Matar is aiming high for 2023-2024, as high as 5,00,00,000 in revenue when I joined. 🤑
But I was curious to find out if we had the right team for it.
30~ odd members in total of which 9 were interns.
6 of those interns were in their 2nd year of college, giving their best to spice up the game for brands who work with Matar.
The catch - They were allowed to work as fulltime interns for 30 days and another 15 days part time, because their college says so.
That is terrible news, for everyone!
🟠 An average person takes roughly 15 days to be onboarded and pick up projects. So, 45 days of internships (with t&c by the college) becomes a joke!
🟠 Students in final semester of UG or PG programs have higher chance to capitalize the opportunity to convert to full-time associates.
🟠 Colleges should pick a battle - either educate kids through and through or accommodate kids to work with companies with as little friction as possible.
Why should you care?
✅ You are wasting man hours of the intern + reporting manager + your own IF you don’t see an ROI for the org.
✅ Interns end up being your Employer Brand Ambassador. So, you might as well be strategic about it if you are looking to build legacy.
✅ Interns are potential specialists or MVP for the team they were onboarded for.
I understand the rationale of an early stage start up wanting to work with interns - it’s either to keep cost low or to work with talents who enjoy the thrill of taking risks or both. This can be done the right way though, and that is the intention to write this post. As employers, let's build the right launch pads for early-stage talents!
