Skip to Main Content Back to Top Let's Talk
Home Blog How to create an internship program that works

How to create an internship program that works

Three young colleagues discussing work at modern office
Higginbotham H logo

Incorporating an internship program into your company can be transformative, bringing fresh perspectives and an opportunity to develop future leaders. The value of an internship program lies in its ability to offer a hands-on learning experience, which can be mutually beneficial for both the intern and the employer. But, creating an effective internship program involves careful planning and execution, starting with defining clear goals, establishing a structured framework and assigning key roles.

Define the Program’s Purpose and Goals

Clear objectives are the cornerstone of any successful internship program. Before launching, it’s essential to determine what the organization wants the program to achieve – both for the company and the interns. Begin with identifying the primary purpose of the internship program. For example, your organization may want to build a pipeline of potential future employees or strengthen your company’s presence in the community.

Once the purpose is clear, craft measurable goals that can guide the program’s design and execution. Metrics such as conversion rates to full-time employees, intern satisfaction surveys and a variety of other data points can be valuable in determining the success of the program.

Defining the scope of the internship is also important. This includes outlining specific roles and responsibilities that interns will take on. By clearly communicating these expectations, your organization can provide interns with a strong understanding of what they’ll accomplish and learn during the program.

Learn More About Higginbotham’s Internship Program

Develop an Internship Program Framework

Developing a structured framework for your internship program is vital for its success. This framework could include key parameters such as duration, schedule, tasks and expected outcomes. An effective internship experience should be structured to provide a clear learning path while meeting organizational needs. This includes defining specific tasks and projects that interns will work on and setting realistic goals and responsibilities.

Typically, an internship lasts for two to three months, providing enough time for interns to gain meaningful experience and contribute to the organization. When determining an intern’s typical schedule, consider how many hours they will work each week and each day, and consult employment compliance specialists if you have questions about regulations for interns.

Appoint Key Roles

Assigning key roles within the internship program helps to ensure smooth operations. The following roles can streamline hiring, onboarding and performance evaluations while providing essential support to interns.

Internship Coordinator

An internship coordinator is vital to the program’s success. This individual oversees the program from recruitment through to evaluation, providing leadership and a clear vision. The coordinator might be a dedicated hire or an existing employee who is familiar with the company’s talent operations and culture. Ideally, this role should be filled by one or two full-time employees to ensure they have adequate time to focus on the role and assist in the development of the intern class.

Individual Mentors

Mentors are essential for each intern’s professional growth and integration into the company. They can offer personalized feedback and guidance, helping interns to navigate what may be their first corporate experience. Oftentimes, junior-level employees can make effective mentors, as they can offer approachable feedback and relatable guidance. Additionally, pairing interns with mentors based on similar goals and interests can help foster compatibility and enrich the internship program experience.

College student keen to impress at her first interview for an internship program

Understanding Legal and Ethical Considerations

Compliance with legal and ethical standards is crucial to running a reputable internship program. Researching state and federal labor and internship laws helps ensure that the program adheres to regulations regarding payment, work hours, college credits, employee protections and other potential employment issues. Best practices often suggest paying interns at least minimum wage to ensure compliance and attract higher-quality candidates.

In addition, clear company policies that align with regulatory guidelines can facilitate a valuable and fair experience for interns. Such policies also help to protect the company’s reputation by preventing the perception of exploitation.

Designing the Internship Experience

A meaningful internship experience is crucial for your program’s long-term success. Interns should understand their role within the company, and a solid orientation and training process helps ensure that they receive the support needed to succeed.

  • Develop a training program. A comprehensive training program is essential for an internship program’s success. In addition to training for role-specific tasks, it should cover essential skills, company procedures and industry knowledge.
  • Create an intern guidebook. A guidebook can help interns navigate their responsibilities and understand company expectations, even before they’ve officially joined the program.
  • Set realistic goals and responsibilities. Define clear, achievable objectives and assign meaningful work that aligns with their educational background, whether through daily and weekly objectives, major projects or shadowing experienced employees.
  • Meet with managers and mentors. Regular meetings between the internship coordinator, mentors and other managers can help maintain consistency across the program. These discussions allow for the sharing of insights, helping to refine the intern experience.
  • Schedule check-ins with interns. An intern’s mentor, manager and the internship coordinator should meet with the intern to help monitor their progress and provide ongoing support, such as tracking progress or offering professional advice.
  • Facilitate social connections. In addition to offering opportunities to build relationships with current employees, a successful internship program should also help facilitate connections between interns. Team bonding activities, social events and volunteer work are just a few ways to get interns engaged.
  • Conduct exit interviews. Effective exit interviews allow the internship coordinator to understand how well the internship matches their career goals and assess areas where the program can improve.

Recruitment, Selection and Retention

The recruitment and selection process can play a major role in the quality of your internship program. Building relationships with faculty at nearby universities can help attract strong candidates while promoting the program on social media can increase visibility and appeal to tech-savvy Gen Z students.

The internship program can also serve as a cost-effective opportunity to identify potential full-time hires. By recruiting effectively, you can secure high-quality candidates who may later join the company as employees. Keeping past interns engaged is essential in maintaining this professional relationship.

Staying connected to interns throughout the academic year can help retain talented individuals and assist them in starting successful careers. Social media platforms like LinkedIn are a great way to maintain connections with former interns and to share informal updates.

Need help building an internship program?

Creating an effective internship program involves careful planning and execution, but it has the potential to achieve a variety of organizational goals, whether that’s creating a talent pipeline or building community relationships. If your organization is looking to develop a successful internship program, Higginbotham’s HR consultants can help. Talk to a member of our team and learn how we can help create an internship program that works for your business.

Not sure where to start? Talk to someone who wants to listen.

A great plan starts with a conversation. Let’s talk about what you need.

Let’s Talk

Request a Quote

Woman looking sideways to window in design office
Higginbotham H logo