meet the urban interns!

Who are these multi-talented job seekers? Learn more as you read about this month's featured Urban Intern.

Meet Molly Aaker.

"I graduated from Skidmore College with a B.S. in Studio Art. Since graduating, I have worked in stock photography sales, Clinique retail, have temped at a top building management company, top PR firm and very well know yearly conference with an award winning website. Most recently, I worked as an Art Buyer at an ad agency, securing and negotiating photography. I was also the office photographer, videographer, and assisted other departments with strategy and social media. I'm also an avid blogger, a babysitter and fast learner."

1. What was your first job?
My first office job was working at a celebrity portraiture photo agency, coordinating the syndication sales between the New York office and various international sales associates around the world. I learned the art of negotiation from the sale side and worked with a variety of people from celebrity publicists to Japanese sales agents.

2. Why do you want to work for a small business or startup?
I am the "Jill" of all trades and enjoy being constantly challenged, learning new skills and getting my hands in everything from marketing, to the day to day of running a business. I'm innovative, think about the big picture, and am consistently up to date on the latest technologies and happenings in business. One needs passion, ingenuity, and drive to lead their small business or start up to success. These are the people I prefer to work with.

3. What’s the one skill that you’re best at?
Asking the right questions to approach any task or problem.

4. What’s one word that describes you perfectly?
Genuine.

5. What’s your favorite TV show?
Is there any show that can compete with 30 Rock?

Interested in talking to Molly or meeting some of the other Urban Interns? Log in here.

it matters how you market

...and that applies to your job description.

Fact: How you write your job description can directly impact the number of responses you receive.

Don't believe us? Try it yourself. Go back and edit the title of your job or maybe even the entire thing and watch to see if you receive an uptick in responses.

Yes, by offering someone a job you're offering them an opportunity. But job seekers won't know just how unique your position is (compared to the many others on Urban Interns) unless you showcase it.

So what are some elements of a good job description? Heed our "Three P's":

• People: This is where you brag about how great your company culture is, the amazing results you achieve together, the exciting team you're building and how the open role fits into it, including who your hire reports to and who he or she will be working with.
• Perks: While the People are sure to be amazing, don't be afraid to entice with the other characteristics of the position, i.e. the pay situation, opportunities for career advancement and future employment, travel or work from home, access to great contacts, parties, and even free food.
• Pizzazz: This is the "stand out from the crowd" factor. You can be hiring for the least glamorous position but surely you're working on interesting projects or are developing a top notch brand or have the BEST founders (don't all entrepreneurs think that about themselves?!) Don't be afraid to flaunt it.

And while it should go without saying -- don't forget to describe in detail the duties and qualifications of the position. Try to squeeze all of this into less than 300 words, or else you might lose people.

Lessons from Rework: Our latest post on Entrepreneur.com

See below and here for the latest article in our column on Entrepreneur.com, Hire Up!

We recently started using BaseCamp, the project-management website from 37Signals. We love our Excel spreadsheets and to-do lists, but it was finally time to move to something a bit more, well, cohesive. The folks at 37Signals really understand the needs of small businesses--primarily the importance of keeping things simple. The 37Signals programs are easy to use. They eschew unnecessary bells and whistles and are easy to figure out-- even for those who don't self-identify as tech savvy.

Coincidentally, we started using BaseCamp about the same time the 37Signals founders released the book ReWork, which applies the "keep it simple" philosophy to a variety of business situations.

In particular, the chapters on hiring caught our eye. Hiring decisions are among the most challenging for a business owner. And with good reason--each time you add someone to your team, you need to invest time in training. And, as we all know, time is money. ReWork provides a refreshing framework for thinking about taking this step.

1. Do it yourself first. The writers suggest that before you hire someone for a job you spend some time in that position yourself. For example, the founding team spent three years doing customer support before hiring someone for that role. They argue that in order to effectively hire for a job, you need to know exactly what the job requires. And, they say, the only way to gain that perspective is to do it yourself first.
   
   The good news is that in the early days of a business, most of us wear so many different hats that we genuinely understand the requirements for success in a given role. We love the "roll up your sleeves" mentality, but the one caveat we'd add is that as you grow and scale, you can't possibly (and shouldn't) be doing all the functions that you hire for. The very reason you're hiring is so you don't have to do every single thing.
   
2. Resumes are ridiculous. Well, maybe not ridiculous, but they're really a one-dimensional way to assess whether a candidate is right for you. You can learn just as much (if not more) about someone by how she communicates with you, including whether she's passionate about your business, as you can by looking at a list of credentials. Another important piece of information about a resume: How does it look? That's right. It might seem superficial, but a candidate's resume is your first and best example of the candidate's finished work product--and a good indication of what her work on the job will look like.
   
3. Delegators are dead weight. We think this applies in small businesses even more than it does in big companies. On a small team, everyone needs to do the heavy lifting. There is absolutely no room for someone who needs a lot of support and resources to accomplish his or her goals, particularly since you're hiring so someone can support you. You simply can't be working with people who pass the buck.
   
4. The best people are everywhere. We couldn't agree with this point more. Thanks to all the modern communication tools out there, geography is becoming less and less important in making hiring decisions. Virtual work is no longer a novel concept, and there are many benefits to it. You don't need to increase your overhead by adding additional office space, and you can choose to work with someone in your time zone or someone who burns the midnight oil while you sleep. Most important, you can hire the best candidate and not just the one that's best for you given your location. However, make sure you've got the tools in place to properly manage and communicate with your virtual team--Skype, text, webconferencing, etc.

As an entrepreneur, you're always looking for ways to be more productive. Leave it to the productivity experts to come up with these great hiring tips. We'll definitely be paying attention to whatever they come up with next.

The Info to Know on Independent Contractors

Do you have independent contractors working for you? If you're a small business, the answer is probably yes. And therefore, you probably already know that the classification of a worker as an independent contractor or an employee is dicey business.

But in case you missed the article in Business Week last week, it looks like it's about to become even more of an issue as the IRS and state agencies across the country are "redoubling" their efforts to crack down on businesses who have long-term workers that are misclassified under the Tax Code. It's true- employers can save as much as 30 percent on wages by avoiding payroll taxes, unemployment insurance, workers compensation coverage and benefits they provide to employees. And while independent contractors can play a vital role to you in building your team, now more than ever, you want to keep the distinction between these two concepts (independent contractor vs. employee) top of mind.

And as a sidenote- is it just us or does it seem that at the same time that everyone is hailing small business as a powerful engine to stimulate our economy, the regulatory environment surrounding small business seems to be tightening. From raising the accreditation thresholds for angel investors to employment issues-- what gives?!

Okay, back to the topic at hand. We're not about to give you legal advice on this one-- that's why you pay your lawyer the big bucks. But we will note that the distinction between independent contractors and employees turns on the notions of "independence" and "control," or how much you directly manage the manner and method that work is completed.

The IRS website talks about three categories of facts that provide evidence of independence and control-- behavioral, financial and type of relationship. And as each working arrangement is different, there's no magic set of facts. Instead, determinations are made by looking at the totality of circumstances.

So what does this mean for you? The bottom line is this-- independent contractors are valuable and play an important role in business. But like many, employment situations, the relationship is not without regulation and needs to be managed carefully. So take a minute, digest this blog post, review the IRS website and Resources page, and then get back at it.

Multi-taskers: A New Breed of Part-Time Job-Seekers

“art buyer at an ad agency, securing and negotiating photography; was also the office photographer, videographer, and assisted other departments with strategy and social media.”

“currently work 13 hours a week on campus as a computer lab assistant while balancing 15 credits”

“professional with over 14 of experience in sales, management, and business development”

“specialized skills in interactive media, 3D modeling, video graphics, post production and web development”

“health and wellness enthusiast with a background in advertising and publishing”

Look at all of the above excerpts from profiles on Urban Interns. What’s the underlying theme? This last one probably sums it up the best:

“someone who can multitask with a smile!”

Multi-taskers. This new breed of part-time job-seekers has their toes dipped in a lot of different pools. Why do we think this is?

• Necessity. The job market is still really tough. If you are looking for work, you’ve got to be flexible and open to as many opportunities as come your way.
• Inherent ability. The mind’s ability to process many different types of information has expanded as a result of that information being available in so many different forms: internet, TV, mobile, and lest we forget, the printed word. We are so used to processing data from multiple streams – ie, having 20 applications open, answering phone/email/skype at the same time – that job-seekers are just better at learning what they need to in order to “be dangerous”, so to speak, in a variety of areas.
• Demand driven by growth in small business. Startups are leading the way out of the recession. And entrepreneurs need staff that can handle multiple functions. They can’t afford to hire specialists in every field, so they’ll take a few scrappy self-starters that can handle whatever’s thrown at them. (Editor’s note: just yesterday we met a candidate for one internship position that we knew immediately could handle not just that role, but another open role – so we hired her for both! Why manage two people when you can manage one?)

So what do you need to know in order to use this to your advantage as an employer, and how can you manage these multi-taskers?

• Accentuate the positive. Multi-taskers can’t possibly be experts in every field. It’s great that they’re positioning themselves as such – and that they have so much self-confidence that they actually believe that to be true! – but you’ve got to find out what they’re best at and what they have aptitude to learn. Really study their resumes. Ask them what roles they’ve enjoyed the most and what their passion is, as sometimes what we love the best is what we’re best at. Talk to former employers to find out what their strengths and weaknesses are. Then set them loose on the tasks that they truly have experience and knowledge in, and establish training for what they need to learn.
• Track progress. As we’ve talked about in the past, check-in, check-in, check-in. By definition, multi-taskers will have 100 things going at once. Heck, they may be job-searching while they’re working for you. So it’s your responsibility to know exactly what they’re up to, every minute, and to track progress has been made on all of their projects. Involve them in the process by having them analyze their own results. It will make them feel good that you care about their work and their role.
• Refine, redirect, and repeat. The best thing about multi-taskers is their ability to change and take on new responsibilities. Let’s say you hire someone who’s a clear social media guru, but also has good writing skills. Once your social media execution is chugging, have that person manage another social media intern so they can focus on taking your content creation strategy to the next level.

Multi-taskers are not the easiest to reign in, but by effectively hiring and managing them, you’ll be building your team while building your business at the same time.

How to Get & Stay Hired at a Startup

This week, we couldn't help noticing that so many of our positions are based with "startups" - and by this we mean businesses that appear to be relatively young and still in high-growth mode. They might be innovators in their spaces, or they might be jumping on a trend - either way, these can be some of the most exciting but risky jobs. While you may end up at the next Google, you can also end up at the next Kozmo. (If you don't remember that one, just let it go - we're showing our age.) And these can be incredible opportunities to work directly with founding teams. If you're interested in entrepreneurship yourself one day, listen up. It makes total sense that we're seeing a bit of a resurgence in startup hiring:

• The costs of starting and running a high tech company are relatively low. As Thomas Friedman eloquently wrote this week in the NYTimes, entrepreneurs are increasingly taking advantage of "all the tools of the flat world — teleconferencing, e-mail, the Internet and faxes — to access the best expertise and low-cost, high-quality manufacturing anywhere."
• As we've written in the past, the economy is showing signs of life - consumer sentiment, retail demand, and manufacturing output are all up. Startups are risk-takers, and they eager to be first in front of the consumer when they start spending again.

But don't just jump into that startup job - or even into applying for that job - without heeding our tips:

• Think like a startup entrepreneur. If you were in high growth mode, potentially operating at a near-term loss in order to grow your business, what type of person would you want working for your company? Probably one who's super responsive, scrappy, and succinct. Keep the fact that you're dealing with a really special type of interviewer - an entrepreneur - in mind when you're applying. And, know that even though you might be applying for a part-time job or internship, this role may be as important to the company as a full-time position - and has high potential to grow into a full-time position if and when they take off.
• Be prepared for non-traditional hours. Startup companies work around the clock. That may or may not be the job you're applying for, and you should find that out before you start so that if it's not your cup of tea, you know it's not the right fit for you. But if you do commit, know that entrepreneurs tend to get inspirations at 2 am, and you may be on the receiving end of those emails. Make sure you and your boss have a mutual understanding of what hours you're expected to work, so that you don't disappoint.
• Show undying interest and passion for your product and your industry. For a new or unproven company, there can be NO ONE more excited about its products and prospects than its employees. You've got to be its cheerleader to the world.
• Show interest in entrepreneurship. Startups like to hire people that are looking specifically for startup experience. However, that's the operative word: experience. If you're in it for money, equity, glamour, or fame, you should reconsider your desire to work at a startup because none of those things are guaranteed! Or, at least, don't share that with your interviewers.
• As with any job, know the company. Doing your research before applying - by checking out its product / service, perhaps testing or using it, and checking out its competitors - will impress the startup entrepreneur because these issues are what s/he lives and breathe every day. Some fresh perspective on them (even if s/he disagrees) will undoubtedly be appreciated.
• If the proverbial shite hits the fan, stick with it! Let the founders worry about the future of their business. You focus on being as helpful as possible. Startup companies have very few bodies and need people that are energetic, positive, and are willing to deal with the ebbs and flows of the business.

See our newsletter for the latest part-time and internship opportunities in the startup world. Or, click here for a full list of jobs on Urban Interns! Remember, you must login to apply.

Unpaid Internships: Free Markets Rule or Employers, Get Real

Last week, on the heels of an important article in the NY Times about unpaid internships, we wrote a blog post that tackled some of the meaty issues surrounding this trend. We talked about the importance of providing mentorship and learning opportunities for interns, encouraged employers to be realistic about their needs and hire accordingly. We received a lot of great responses and comments to the post, many from folks who though that in all instances, interns deserve to be paid.

However, after looking at this month's Trend and Insight Report and noting that the percentage of unpaid internships rose in March, we find ourselves wondering if this sentiment is really widespread when it comes to unpaid interns, or is it the perspective of a vocal minority?

Hey, we don't place judgment. We think there's huge value in both paid and unpaid positions and think that there's room in the employment universe for both. It just struck us as a notable comparison that at the same time there's buzz about unpaid positions, the stats indicate these are exactly the kind of hires employers want to make.

What does this mean? Well, it could mean a couple of things.

For one, it could indicate that employers are truly willing to provide valuable skills and training in exchange for some free labor. And given the tough economy, this bargain seems acceptable to job seekers. Taken a step further, this would indicate that the discussion around the "unfairness" of unpaid internships is almost without merit if there's a healthy quid pro quo in the relationship (extreme situations aside). If, as an employer, you don't keep an unpaid position interesting, good luck to you in retaining talent. In other words, the free market will regulate the worth of unpaid positions.

Alternatively, it could mean that employers don't have realistic expectations about what would make someone want to work for free. We know-- you're an awesome startup. You have great founders, tons of energy and can provide a real opportunity to gain hands on experience. Same is true for us, and probably most of the people reading this post. But that still doesn't mean someone is going to want to make 500 sales calls a day for free. And why should they, unless you're dedicated to teaching that intern how to be the BEST salesperson that ever lived.

So which is it-- free markets rule or employers, get real? You tell us.