Internship programs are attractive to employers because they offer a way to bring in fresh perspectives, create a pipeline for new hires, and provide mentorship opportunities for existing employees.

Gone are the days where interns grab coffee and do busy work. Internship programs must be well-planned. This means developing a program that is engaging, provides real-world experiences, and delivers a paycheck. Interns are looking for meaningful experiences that are related to their field of study.

How do companies create a successful internship program? The Society of HR Management has a few tips:

1. Build a framework. Interns should be treated like any employee which means they should take part in the typical onboarding process, including how to use company equipment.
2. Offer meaningful work. Before interns start, companies should have a plan that clearly outlines work assignments and how they will be exposed to different aspects of the business. Not everything needs to be high level as long as companies explain to interns why the work is important.
3. Gather feedback. A successful program benefits both the company and the interns. Get feedback from interns, managers, and even recruiters on how beneficial the program was to everyone involved.
4. Offer pay. One of the best ways to recruit and retain top-level interns is to pay them, either through wages or through credit at their learning institution, if available. You should be aware of your state and local laws around training and internship pay to ensure you’re following payroll law.

There are a number of things to think about when developing a successful and meaningful internship program. We can help!

 

 

This information does not constitute legal advice.