Internship programs aren’t just for big companies. According to Eleesha Martin, Director of RPO at G&A Partners, hiring interns can be a great way to bring in fresh ideas and support for your small business without the financial commitment of a full-time hire.
“Interns can help with various tasks such as administrative work, marketing, and research, freeing up your time to focus on growing the business,” said Martin.
Here’s how your small business can establish a successful internship program.
Develop roles with purpose
According to Handshake, 72% of students use internships to determine what career they want to pursue. Creating a mutually beneficial program requires clearly defined roles and assigning meaningful projects that contribute to the company’s goals.
“Start by treating the intern like a real contributor,” said Norma Frahn, Owner of On Demand HR Solutions. “Set expectations high, but support them. Ask what they want to learn, and try to work that into their experience. Be honest about what the business can and can’t offer, and make space for learning, even if it’s not always perfectly polished.”
[Read more: How to Partner With a University as a Small Business]
Build a smart onboarding process
A strategically structured onboarding plan and supporting documents can help interns feel confident and prepared from Day 1, rather than overwhelmed by unclear processes and expectations.
“Well-structured programs incorporate specific goals, a time frame, an onboarding process to welcome interns into the team, and an identified mentor or supervisor,” explained Mike Szczesny, Owner and Vice President of EDCO Awards & Specialties.
Assign mentors and establish check-in points
In addition to a direct supervisor, designate a mentor that interns will work with. A non-authoritative counterpart gives interns someone they can turn to for guidance, helping them navigate challenges, build their professional network, and develop key skills.
Follow up with interns throughout the program using regularly scheduled check-ins, ideally weekly or biweekly. These sessions should provide helpful yet constructive feedback, highlighting both strengths and areas of improvement.
“Ensure your interns are getting real feedback — the good, the bad, and the ugly,” said Mike Thompson, CEO of Learner Mobile. “You don’t want an intern milling about for even one day — that’s a waste of their time and yours.”
Ask interns for feedback on your program, including what they found most and least beneficial. Use their input, along with any data insights you’ve gathered, to update onboarding materials, mentorship processes, and internship job descriptions as needed.
Offer real learning opportunities
Rather than assigning interns menial tasks like fetching coffee orders, give them work that contributes to the business while helping them build skills and gain authentic career experience.
“I highly recommend giving the interns a project they can have full ownership of, coupled with a scope that has an achievable conclusion,” suggested Cristina Cadima, Human Resources Manager at Hubstaff. “At the end of their time with the company, interns should present what they’ve worked on, what they learned during the process, and any findings and recommendations that were uncovered.”
Beyond daily responsibilities, offer interns additional learning opportunities, such as attending team meetings, shadowing staff, or hosting career panels, mock interviews, or resume reviews.
[Read more: How to Create a Great Internship Experience]
Create a strong exit process
At the end of the program, hold a formal review that provides in-depth feedback and helps interns identify potential next steps in their career, whether that’s connecting with professionals in your network or joining your company after graduation.
“Invest in your interns’ future,” said Lagen Nash, Co-Founder of strategic consulting firm Mulier Fortis. “As you get to know them, offer advice, letters of recommendation, and introductions to help them grow in their career.”
If appropriate, provide them a letter of recommendation and encourage them to connect with colleagues on professional platforms like LinkedIn. Keep the door open — and build your future talent pipeline — by inviting them to stay connected for future opportunities.
Refine your program regularly
Ask interns for feedback on your program, including what they found most and least beneficial. Use their input, along with any data insights you’ve gathered, to update onboarding materials, mentorship processes, and internship job descriptions as needed.
“First-time hosts will find that utilizing process documentation and templates for task assignment helps streamline their internship program,” Szczesny noted.
Continually refining your program will ensure it remains fresh and effective while making it easier to manage with each new group.
[Read more: 7 Tips for Managing Part-Time Employee Schedules]
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Published
Miranda Fraraccio
