5 Best Practices for Building a Successful Internship Program

Summer internships can help small businesses introduce students to their industries, develop future talent and bring new perspectives to meaningful projects. Students benefit, too, when an internship gives them practical experience, professional connections and skills they can use throughout their careers.

Small businesses may have a particular advantage when recruiting interns. With fewer organizational layers, interns often have opportunities to collaborate directly with company leaders, contribute to visible projects and see how different parts of the business work together.

But a worthwhile internship does not happen automatically. Employers need to create an experience that is structured, mutually beneficial and connected to the intern’s professional goals.

Use these five best practices to build a stronger internship program.

1. Recruit Through Schools and Professional Networks

College and university career centers can be valuable recruiting partners for small businesses. Many schools allow employers to post internship opportunities, attend career fairs, connect with academic departments and participate in other recruiting events.

Building relationships with career center staff and faculty can help employers:

• Reach students with relevant majors and career interests
• Promote internship opportunities throughout the academic year
• Learn when students typically begin searching for summer positions
• Connect with academic programs that align with the company’s hiring needs
• Build greater awareness of the business among future graduates.

Some students seek for-credit internships that fulfill an academic requirement or allow them to earn course credit. Employers may be asked to provide a job description, learning objectives, supervisor information or an evaluation, but the college or university determines whether the internship qualifies for credit.

Requirements and costs vary by school and academic program. Students should work directly with their career services office or academic adviser to confirm their eligibility and any tuition or fees associated with receiving credit. 

A for-credit internship is not automatically an unpaid internship. Academic credit does not replace wages when compensation is legally required.

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2. Be Clear About Pay, Responsibilities and Expectations

Internship candidates should understand what the position involves before they apply or accept an offer.

The internship posting and interview process should clearly communicate:

• Whether the position is paid
• The compensation rate or range, when appropriate
• The expected schedule and number of hours
• The internship’s start and end dates
• Whether the work is in person, remote or hybrid
• The intern’s primary responsibilities
• The experience, skills or qualifications required
• Any educational or professional development opportunities included in the program

For-profit employers generally must pay interns unless the circumstances show that the intern is the primary beneficiary of the relationship under the U.S. Department of Labor’s flexible seven-factor test. Professional experience, mentorship or academic credit does not replace wages when the intern qualifies as an employee under the Fair Labor Standards Act.

Even when an unpaid internship may be permissible, offering compensation can help make the opportunity accessible to more students and demonstrate that the organization values their contributions. The National Association of Colleges and Employers recommends that internships be paid to promote access and reduce barriers to participation.

Employers also should describe the professional value of the program. Will interns work with company leaders? Develop a portfolio-ready project? Attend important meetings? Build a new skill? Make those opportunities clear without presenting them as a replacement for legally required compensation.

RELATED: Ask the Expert - Do We Have to Pay Our Interns? >>

3. Build the Internship Around Meaningful Work and Goals

Interns should contribute to real work—not spend the summer completing miscellaneous tasks no one else wants to do.

Before the internship begins, identify projects that:

• Support an actual business need.
• Are appropriate for the intern’s experience level.
• Can be completed or meaningfully advanced during the program.
• Allow the intern to practice relevant professional skills.
• Have clear deliverables and measures of success.
• Include enough context for the intern to understand why the work matters.

Meaningful assignments play an important role in intern satisfaction, and interns are more likely to value an experience when they believe their skills and contributions are appreciated.

Employers also should discuss the intern’s individual goals. A marketing intern may want experience analyzing campaign data, while an accounting intern may be interested in seeing how financial reports support business decisions. Asking about those goals allows the employer to incorporate relevant experiences when possible.

Set several specific objectives for the summer, such as completing a major project, developing a particular skill or presenting recommendations to company leadership. These goals give the intern direction and help the supervisor evaluate progress.

4. Provide Mentorship, Feedback and Connection

A supervisor should do more than assign work and wait for the finished product. Interns need access to someone who can answer questions, provide context and help them learn from the experience.

Assign each intern a supervisor or mentor who has enough time and subject-matter knowledge to provide meaningful support. Schedule regular one-on-one meetings to:

• Review current assignments.
• Discuss progress toward program goals.
• Answer questions and clarify expectations.
• Provide specific, constructive feedback.
• Address challenges before they derail the experience.
• Talk about the intern’s broader career interests.

Mentorship, meaningful duties and supportive colleagues are strongly associated with intern satisfaction.

Interns also should feel included in the workplace. Invite them to appropriate team meetings, professional development sessions, volunteer projects, networking opportunities and company events. These experiences help interns build relationships and understand the company’s culture.

Connection does not have to depend on elaborate outings or a large budget. A team lunch, leadership conversation or invitation to observe an important meeting can make an intern feel like a genuine member of the organization.

RELATED: How Onboarding Sets Interns Up for Success >>

5. Give Interns Exposure to the Broader Business

One advantage small businesses can offer is the chance to see how an entire organization operates.

Employers do not need to create a formal rotational internship to provide broader exposure. Interns can learn about different roles and departments through:

• Job-shadowing opportunities
• Cross-functional projects
• Department presentations
• Meetings with company leaders
• Short assignments with another team
• Conversations with employees in different career paths

This exposure helps interns understand how their work connects to the organization’s larger goals. It also can help them identify the work they find most interesting and the skills they may want to develop.

Employers benefit by seeing how interns perform in different situations and where their strengths may fit within the company. When an internship is part of a long-term recruiting strategy, that knowledge can help leaders determine whether the intern may be a strong candidate for a future position.

End the program with a final evaluation and a conversation about what comes next. Ask the intern what was most valuable, what could be improved and whether they would consider future opportunities with the company. Their feedback can help strengthen the program for the next group of interns.

Create an Internship Program That Benefits Everyone

A successful internship program offers more than temporary summer support. It gives students meaningful professional experience while helping employers build relationships with emerging talent, strengthen their employer brand and identify potential future hires.

Small businesses can create particularly valuable programs by offering access to leadership, meaningful responsibilities, frequent feedback and a broader view of how the organization operates.

Axcet HR Solutions helps small and mid-sized businesses address the HR considerations involved in recruiting, hiring and supporting interns. Whether you are developing your first internship program or improving an existing one, our HR experts can help you create an experience that supports your business and your future workforce.