Creating an Internship Program

According to experts, small organizations should keep in mind a number of best practices when implementing—or enhancing—an internship program to attract interns who align with their business strategy.

Dedicate time to creating an intentional plan. “No business has the luxury of wasted resources,” Schielke says. Small organizations should ensure success from the start by assessing business needs, designing the program’s structure, and evaluating timing and bandwidth. 

Organizations should also define the role of an intern. “Remain adaptable, but have a general job description and focus area, as well as goals and guidelines,” Schielke recommends. “Set the intern up for success and show them you are committed to their growth.”

Evaluate your HR bandwidth. Someone must oversee the program and the people. Make sure your intern(s) know the organization’s point of contact and understand how and with whom to communicate daily, Schielke says.

“Welcome them with an intentional onboarding schedule to set a positive first impression,” she suggests. “Be in constant communication. Setting up a daily agenda and check-in points is a good idea to ensure they remain focused and connected and, together, your goals for the program are achieved.”
Read the article:
How Small Organizations Can Attract Good Interns
SHRM | Jan 2025

April is National Internship Awareness Month

Internship Programs Help Small Companies Find Employees
Are we legally required to pay interns?
Be Mindful of Legal Compliance with Unpaid Interns
Tips on When Interns Should Be Paid or Unpaid
Tips for Navigating Worker Classifications
Toolkit: Employing Interns
Research: Expectations and Realities: Preparing the Next Generation of Talent for the World of Work
Research: From Social Good to Strategic Talent Advantage: The Business Case for Hiring Opportunity Youth
Research: 2024 Talent Trends (see pages 28-38)
Policy: Intern Hiring Policy
Form: Intern Evaluation Form
Form: Student Evaluation Form
Sample: Model Work-Study Internship Program
SHRM


Process of Creating an Internship Program
Creating internship programs involves designing opportunities that align with your organization's goals while providing participants with meaningful learning experiences.

Some key considerations when creating an internship include:

• Define Objectives: Clearly outline the goals of the program, such as talent acquisition, skill development, or project completion.
• Plan Structure: Decide on the duration, number of interns, and types of projects the interns will work on. Ensure the program aligns with both organizational needs and interns' learning objectives.
• Onboarding Process: Provide a comprehensive orientation to familiarize interns with company culture, expectations, and resources.
•  Meaningful Work: Assign impactful tasks that contribute to the organization while offering valuable learning experiences for the interns.
• Mentorship and Feedback: Pair interns with mentors and provide regular feedback to guide their development and address challenges.
• Professional Development: Include opportunities for skill-building, networking, and exposure to different aspects of the organization.
• Evaluation and Recognition: Assess the interns' performance and recognize their contributions. Use feedback to improve the program for future iterations.
• Pathway to Employment: Consider creating opportunities for high-performing interns to transition into full-time roles.

 The resources in this section provide actionable items to guide this process.

Write a plan that includes basic details such as dates of the internship, compensation, and hours required. Then, write a job description that specifies the scope of the role. Outline the intern’s responsibilities, such as assisting staff with their duties or helping on special projects, and the expected skills. If you plan on placing interns in several departments, customize each job description to reflect different duties.
Creating an Internship Program: A Guide
Indeed

Before you get too far in the creation of your program, understand your state’s specific requirements for employing interns. Some states require interns to be paid, while others merely require an exchange of college credit. How your state defines interns can affect the minimum wage, their compensation, their protection under company policies, and if they are entitled to certain benefits from your business.
7 Steps to Creating an Internship Program
US Chamber of Commerce

It’s important to foster strong communication between your intern and multiple sources, like mentors, managers, and other interns, and create a collective experience where an intern can feel like their work contributed to your overall organization. By developing bright young minds and fostering talent in your interns, your company can retain great people and be the starting point of illustrious, successful careers.
How to Create a Successful Internship Program
Business News Daily

If you don’t have a comprehensive onboarding process in place, now’s a great time to make one. Welcome them to the office and introduce them to relevant employees, and ensure your employees clearly understand the intern’s role. Clearly lay out your expectations for professionalism, dress, and other workplace policies. Show them where the coffee is. Include them in employee appreciation events and team meetings, where appropriate. These small actions build team morale and loyalty, which will reap rewards both during their internship and down the road if they become colleagues.
Seven Tips for Developing a Small Business Intern Program
University of Rhode Island

At the end of the internship program, you want to immediately move into your job offer phase. 

The program should have provided you with a strong assessment of your intern talent and provided them with a unique insight into opportunities at your organization.

I would challenge you to set a goal of converting at least 65% of your interns to employees upon their forthcoming graduation. This is essential to realizing a true ROI on the investments you’ve made into your internship program.
How To Create An Internship Program In 9 Steps
People Managing People

Pay, Classification, and Child Labor
When developing internship programs, it is important to consider pay, classification, and child labor laws to ensure both compliance and fairness. Employers should determine whether internships will be paid or unpaid and ensure adherence to applicable state and federal labor laws, including the requirements established by the Fair Labor Standards Act (FLSA). For programs involving minors, organizations must comply with child labor laws and review applicable state and local municipal regulations. These regulations often address work hours, job responsibilities, and required protections. Resources provided in this section aim to offer guidance on adhering to relevant labor laws.

Internship Programs: Legal Requirements for Employers
Masoom

“Unpaid Internships” in California – Are they legal?
Shouse | Sep 2023

Hiring Seasonal Workers This Summer? Here’s Your Guide to Bringing Aboard Minors, Interns, and Volunteers
Fisher Phillips | May 2023

Time Is Money: A Quick Wage-Hour Tip on … Summer Interns
Epstein | Apr 2023

Fact Sheet #71: Internship Programs Under The Fair Labor Standards Act
USDOL

Child Labor
elaws Advisor: Youth Employment
Youth & Young Worker Employment
Youth Rules!
US DOL

State Child Labor Laws
State Labor Laws: Employment/Age Certificate
US DOL

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