With summer on the horizon, it’s the perfect time for businesses to bring in extra support. About 70% of interns are offered full-time positions at the companies where they interned, showing their long-term potential. Here’s how to find, hire, and keep great summer interns.
Why should my small business hire summer interns?
Think of a summer internship as bringing fresh energy and new ideas into your business. It’s a symbiotic relationship — a chance for students to get real-world experience and reduced labor cost for your business.
Brittany Truszkowski, Chief Operating Officer of Grand Canyon Law Group, believes an intern brings an “outsider perspective” that can “spark incredible innovation.”
“Some of our best program improvements came from intern suggestions,” Truszkowski added.
A summer gig can also serve as a trial run for a more extended commitment so you can see how the individual fits into the long-term picture.
[Read more: 6 Smart Ways to Recruit and Hire Teenage Workers This Summer]
How do I hire summer interns?
Getting the hiring process right sets the stage for a win-win experience. Follow these steps to start.
Set a budget and timeline
Determine how long you envision the internship lasting and what you’re prepared to invest.
“Consider how [the] employment relationship will work for both sides,” said Tiffany Guthrie, Director of Shared HR Services at G&A Partners. “Unpaid internships are often not recommended unless you offer specific, real-world job skills or hours towards a certification or licensure.”
Even if your intern is earning school credit, there are still costs involved in training and managing them. Knowing your timeline and budget upfront helps you narrow your search and manage expectations.
Some of our best program improvements came from intern suggestions.
Brittany Truszkowski, Chief Operating Officer of Grand Canyon Law Group
Define your goals and parameters for the program
Outline what you hope to achieve by bringing on an intern. According to Sam Wright, Head of Operations and Partnerships at Huntr, clarity is key.
“Interns thrive with structure,” Wright said. “So before recruiting, map out clear goals, a timeline, and a point of contact for regular check-ins.”
You’ll also need to decide on the details: Will the internship be full time or part time? Will it be paid, or will you offer academic credit? If it’s a for-credit internship, Bill Humbert, speaker, author, and career coach at RecruiterGuy.com, advised connecting with colleges or universities beforehand to ensure your position aligns with their academic requirements, then crafting your job description accordingly.
Find prospects where they are
To find candidates, Humbert recommends building a good relationship with university career services that can open doors to top student recommendations. Social media can also be a great way to connect with younger candidates.
Next, consider who will be the best fit for your organization, and keep in mind that this may go beyond traditional “hard skills.”
“Look for candidates whose interests align with your mission — especially those excited to learn and contribute meaningfully in a hands-on environment,” said Raquel Braun, Co-Founder of strategic consulting firm Mulier Fortis. “Aim to bring on interns who are curious and coachable. Skills can be taught; drive and genuine interest are innate.”
[Read more: How to Partner With a University as a Small Business]
Support your intern’s professional goals
Think about how the internship can be a learning opportunity. Design projects where interns can build new skills and gain practical experience. You’ll not only have a more engaged intern but also someone who leaves with valuable skills.
“Learning by doing is where the real development happens,” Humbert said.
Tips for hiring summer interns
To make the most of your summer intern program and ensure a positive experience for everyone involved, consider these key tips.
Develop a structured onboarding process
A solid onboarding experience sets your intern up for success. Introduce them to the team, company culture, and their specific tasks. Provide them with the necessary tools and resources, and clearly outline expectations for their performance and conduct. This helps interns feel welcome and productive from Day 1.
Provide regular feedback and support
Frequent check-ins and constructive feedback are essential for an intern’s growth and your understanding of their progress. Schedule regular meetings to discuss projects, answer questions, and offer guidance. Ongoing communication ensures they stay on track and feel supported throughout their internship.
Offer meaningful projects and responsibilities
Interns want to contribute real value. Assign them challenging yet achievable tasks that align with their skills and interests. Giving them ownership of projects and demonstrating how their work contributes to the bigger picture will keep them engaged and motivated.
[Read more: How to Create a Great Internship Experience]
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Leanne Haas
