A lot of social media advisers will tell you, unequivocally, unabashedly, without hesitation, and without reservation, to never, ever, ever, even in times of great desperation, put your company’s social media into the hands of an intern. The reasons they’re likely to cite for this are many; interns are untrained; interns are unproven; interns are untested; interns have limited experience; interns turn over faster than steaks on a grill. And are you really going to entrust your most accessible and spreadable public voice to a college student who is unfamiliar with your company and, in all likelihood, not even on your payroll?
These are all excellent points, and for many people, they outweigh the distinct benefits of intern social media management (namely, interns are cheap, they’re eager, and they tend to be digital natives). But sometimes, a dedicated social media employee just isn’t an option. Non-profit organizations and smaller companies with extreme budgetary constraints (or even budgetary non-existence) can find it impossible to justify the resources needed to manage an ongoing social media presence.
In other words, sometimes there’s no choice: Hire a social media intern, or forego a social media presence altogether.
Despite the warnings of naysayers, though, utilizing a social media intern doesn’t have to be a doomsday scenario. It just requires a little careful preparation.