Hiring a Summer HR Intern

Publisher: Corban OneSource

Access this content

Your content has been opened.

Please verify you are a human before downloading this content.

Hiring a Summer HR Intern has been emailed to . Entered the wrong email?

Don't see the content in your inbox?
Make sure to check your spam and other messages folders.

Can't get to your email right now?

To complete your registration and access this content, enter the sign-in code sent to your email.

Please enter a valid verification code.

Code sent to:

Also, remember to check in your spam, promotions, and other folders.

Register to access this content

By accessing content on the SHRM Human Resource Vendor Directory you agree to our Terms of Service and Privacy Policy; and, you acknowledge that your information may be shared with the content publisher.

Hiring a Summer HR Intern

For many companies, hiring interns isn’t simply an altruistic decision–a well developed internship program can deliver many benefits to an employer. Interns are a valuable support resource for current staff, allowing the intern to take on lower-level tasks while full-time employees focus on their core competencies. Interns can also improve company morale by giving current employees the chance to mentor future professionals in their field. For these reasons and many more, more companies are looking to recruit help for the summer months. Let’s dive into how companies can hire summer interns and how it will affect their business