So many of you are busily hiring interns at this time of the year that I'll share a couple of biases with you. Interns can be a boon to your business and give you the extra pair of hands, current educational thinking, and enthusiasm and support your business needs. In turn, you owe interns certain monetary and experiential factors. If you're a college student or a recent grad reading this post, these are the factors you need to seek in an internship.

• Payment for services: in my part of the country, interns make $10-12 an hour; the best paid make around $20. I do not believe it is fair that interns should work for no pay regardless of the experience you are giving them. This is a small price to attract the best and brightest or the young people who may not have deep pockets supporting them in college. Paying interns gives you the opportunity to attract young people whom you may eventually hire, regardless of their financial situation. It makes no sense to me to have a bright, competent person waiting tables when they could be learning and contributing in your business.

• A well-rounded intern experience: no, interns are not working in your business to make copies, file paper, and sit at your reception desk. They deserve a true introduction to business that gives them experience in a number of areas related to their interests and potential degree. If I were in charge of the world, I'd require a written plan for the intern's experience before I'd recommend a department hire an intern. This gives the interns you really want, and may potentially hire, a good picture of what their experience will be in your organization. It also provides a guide path for how your department will utilize the intern.

• A specific boss or mentor who is committed to the intern's learning: an internship is a wonderful opportunity to develop that first, and possibly career-long relationship, with an individual who cares about and is committed to their success. Regular meetings, goals, and guidance are critical in this relationship.

• Include the intern in regular company or organization events so the intern experiences the totality of working for your organization. Holiday parties, community and professional meetings, TGIF meet-ups at your local tavern, and departmental lunches make the internship experience real. Plus, they add to your potential to attract the best interns to your company after graduation. Better to hire the person that you really know.

• Hire your best interns. Nothing is more important to an intern who has come to love and value your company and who is valued and appreciated by you, than to join your company, as a regular employee, upon graduation.

I did an interview about grads with the Washington Post for their graduation guide last week. Check it out. And, for terrific advice about interns, take a look at About.com's Penny Loretto's Internship site. About.com's Alison Doyle also offers How to Find an Internship. Both sites will help you do a good job with your interns to provide them with the best possible experience. You get what you give with interns. And, the best possible get is a potentially wonderful employee.