Flare Education’s Post

Changes to fight for in today's Corporate World: -Paid Trainings instead of Unpaid Internships. -Succession Plans instead of Notice Periods. -At least 100k base wage, regardless. Cant afford ? Re-work your budgets. -Rewards based on Milestones, not work tenure. -Two way appraisals instead of monologues. -Enhance, not equalize previous pay. -LinkedIn used professionally and not for a nationwide photo-dump platform. #hr #motivation #trainings, #internship #successionplan #noticeperiod #basepay #budget #milestones #performancemanagement #appraisals

People hate when I say I don't pay my interns. And I get it. It sounds like I'm taking advantage of young people who are just trying to get started in their careers. Making money off of their free labour when I should be employing them instead. But before anyone starts interning at The Attention Seeker, I ask them what they want to get out of working for us. Pretty much everyone says they want to learn and get some experience. Then I'm real clear about what their options are. If we've got jobs open at the moment, I tell them they can go apply. If they've got the experience to get a paid role, there's the opportunity to do so. But most of these guys understand they aren't quite there yet. So then they can choose between being a full-time or part-time intern. We'll get them involved in internal projects, creating content for our brand, and learning how we do things. They get so many hours of learning from our team. Our interns join us for our weekly 10x which means they get all the professional development opportunities our staff get. I've learnt that if we treat our interns well, teach them lots, and help them grow, they'll get so much out of the experience. Then when we have a new role open up, the goal is our interns are prepared to step into it. I actually tell my staff that we need to be helping our interns get to that point. And if we have roles going and they aren't ready yet, we should punch ourselves in the head because we've failed. Because we want to see our interns stay on with us and continue to grow at TAS. And if we've trained them to take on a paid role and they want to stay on with us, it means we've done something right.

Internships: rite of passage or rite of exploitation? As we dive into the heart-wrenching stories shared by interns in Singapore, a disturbing picture emerges: internships, intended to be stepping stones into the professional world, are becoming exploitation grounds. 💼 **Work Beyond Job Scope** : Interns recount being loaded with tasks meant for full-time employees, pushing them into 12-hour workdays. Is this valuable experience or modern-day servitude? 💰 **Delayed Payments** : Imagine working tirelessly, only to receive your salary months late. This is not just disrespectful; it's downright illegal. 💔 **Ruthless Treatment** : Being called "dust" by superiors, denied basic decency and respect - how are these environments shaping our future workforce? 👩⚖️ **Where's the Oversight?** : The recurring need to involve dispute management authorities underscores a systemic failure to protect interns. It's time we ask ourselves tough questions. Are we preparing our young professionals for success or burning them out before they even begin? Companies must step up and ensure internships are ethical, educational, and fair. What are your thoughts? Should internships be more strictly regulated to prevent abuse? #InternRights #WorkplaceEthics #FutureOfWork #InternshipReform

Hiring summer interns allows you to get some much-needed work done and provides students with real-life business experience. But there are potential pitfalls that many employers overlook; however, by identifying and managing them, you and your company can limit the potential for liability, employee relations issues, and administrative hassles. Learn what employers need to know about hiring summer interns in this latest article on our blog at emplova.com. #summerinterns #hrsolutions #hrcompliance #employeerelations https://lnkd.in/dRWPAj5g

Treat interns as interns and not like your full time employees. Interns join organizations to learn and grow, not to be exploited. It's unfair to expect them to work a full day like regular employees without fair compensation. While they may lack experience and skills, it's the organization's responsibility to mentor and transform them into capable professionals. Offering only incentives and certificates, despite requiring them to work like full-time employees, is not justifiable. Paying them as interns while expecting employee-level output is a mismatch. It's essential to recognize their value and contribute to their development, rather than exploiting their eagerness to learn.

Looking to expand your team with summer interns? Trust Nesco Resource to handle your onboarding and payroll, even if it is multi-state. We will lift your burden by adding your interns to our payroll, allowing you to enjoy the benefits of fresh talent without added stress. Reach our today to learn more. #InternPayroll #PayrollingEfficiency

Hiring summer interns allows you to get some much-needed work done and provides students with real-life business experience. But there are potential pitfalls that many employers overlook; however, by identifying and managing them, you and your company can limit the potential for liability, employee relations issues, and administrative hassles. Learn what employers need to know about hiring summer interns in this latest article on our blog at emplova.com. #summerinterns #hrsolutions #hrcompliance #employeerelations https://lnkd.in/deYdgKEX

⚠️Internship Red Flags: Unpaid Promises, Work Pressure & Unfair Stipends!💢 I want to raise awareness about certain small start-up companies that often mislead interns, especially HR interns. Many students are lured in with promises of a stipend, but once they join, they realize it's hourly-based work with intense pressure, low pay, and unfair treatment. To make things worse, even when interns leave due to the harsh conditions, stipends are often given to everyone—except the HR team! 😡 Why are HR interns being singled out? We are students too, struggling to build a career, yet we face scolding and disrespect, with CEOs constantly changing terms and conditions. One company I heard about didn't pay the HR interns at all, despite their hard work. The CEO would pile on work, create immense pressure, and frequently criticize the HR team. Many interns quit, but only non-HR interns received their promised stipend. How is this fair? 🚩 Key takeaways: ·    Before accepting any internship offer, always ask the right questions: ·    Is the stipend hourly or monthly? ·    What are the roles and responsibilities? ·    What are the exact working hours? ·    Check company reviews thoroughly before committing, and ensure you understand all terms in the offer letter. This isn't just about unpaid internships—most students are okay with unpaid roles as long as they're clear from the start. But don’t mislead students with hidden terms and false promises. Note: This is based on real experiences, and it's high time we start sharing these stories to protect future interns from such exploitation. Share this with your friends and colleagues! Inform them to be aware of these types of internships in startups. While most startups are genuine and offer valuable experiences, it's the actions of companies like these that make us lose trust. Let’s save genuine startups and be aware of fake companies with variable offers and misleading terms & conditions in the offer letter. Let’s stand together for transparency and protect students from exploitation!

This is a not restricted to HR interns only. People with other domains also face these issues. A few more things that I would like to add is : 1)Before taking up any internship make sure to ask whether there is any micro-management going on in that particular company like sending hourly reports on mail or WhatsApp etc. 2) Confirm your hierarchical roles before joining, particularly if you are working mostly with interns. 3) If you are facing any insults about your credibility, directly confront the person irrespective of his/her position. 4) In case of summer internships make sure to ask about your project details from the first day to avoid any sort of inconvenience.

🌞 Summer Internship Season is Here! 🌞 Are you ready to welcome new talent into your team but unsure about the dos and don'ts of internship compensation and benefits? We've got you covered with our latest blog post: "Navigating Summer Internships: Compensation and Benefits." Dive deep into essential guidelines, including the "Primary Beneficiary Test," and learn how to make your internship program a win-win for everyone involved. ✅ Discover whether you need to pay your interns. ✅ Understand the ins and outs of offering insurance benefits. ✅ Ensure your program is both enriching and compliant. Empower your summer interns and your business with knowledge. Click the link to read more and elevate your internship program today! 🚀 #SummerInternship #EmployerGuide #InternshipBenefits #CompensationClarity #BusinessInsights