How To Create An Internship Program

Recruitment Marketing

6 minutes

February 24, 2025

Written by Hirex

Did you know that 57% of interns turn into full-time employees? That's right - a well-structured internship program isn't just about giving students experience, it's your secret weapon for finding amazing talent! 🎯

Let's talk real numbers here. Companies see their retention rates shoot up when they hire their former interns. Both one-year and five-year employment stats tell the same story - these employees stick around longer.

Here's the thing about internship programs - they need more than just good intentions. Nobody wants to spend their days making coffee, right? That's why successful programs keep routine tasks to just 20% of an intern's time.

Think your company needs help building a knockout internship program? You're in the right place! ✨

Let's Build Your Internship Program Framework

A quick reality check: Your internship program needs a solid foundation before you start recruiting talent. Think of it like building a house—you wouldn't start with the roof, would you?

The right framework makes all the difference between "just another internship program" and one that delivers results for your company and interns.

Here's what we'll cover in this section to help you nail down your program's structure:

• Legal requirements (because nobody likes surprises from the Department of Labor 😅)

• Selection process that attracts top talent

• Mentorship systems that actually work

• Budget planning that makes sense

Remember, your framework isn't set in stone - it should flex and grow with your company's needs. The key is starting with a structure that's both solid and adaptable. Ready to dig into the details? Let's go! 👊

The Legal Side of Internships: What You Need to Know

Let's face it - nobody gets excited about legal requirements. But mess these up, and your internship program could land in hot water! 🔥

The Basics of Labor Laws

Here's something you can't ignore: The Department of Labor (DOL) keeps a close eye on how companies run their internship programs. Think they're being too strict? Well, these rules actually protect both you and your interns!

The Fair Labor Standards Act (FLSA) sets the ground rules for all U.S. internship programs. Private sector employers, listen up - you'll need to pay your interns minimum wage and overtime unless you meet some specific requirements.

Quick heads up: Some states play by their own rulebook! California, for example, takes wage laws super seriously.

Should You Pay Your Interns? Here's What to Consider 🤔

The DOL has a seven-factor test to figure out if your unpaid internship passes the legal check. Let's break it down:

• Both parties need to know upfront - no pay is involved

• Training should feel like school (minus the homework! 😉)

• Must connect to their education somehow

• Work around their school schedule

• Keep it short and sweet - just long enough to learn

• Don't use interns to replace paid staff

• No promises about future jobs

Here's the deal: If your intern looks more like an employee, you'll need to pay them minimum wage and overtime. And if you do pay them? They're like full-time regular employees with all the usual perks - meal breaks, overtime, and work!

Non-profits and government folks, you've got a bit more wiggle room with unpaid internships. But watch out - getting this wrong could cost you big time in back pay, fines, and penalties. Nobody wants that drama! 😬

Remember: A solid legal foundation keeps your internship program running smoothly. Let's get this right from the start! 💪

Find Your Perfect Interns: A Selection Process That Works

Want to know the secret to picking amazing interns? It's not about finding the perfect candidate - it's about creating the perfect selection process! Let's break this down into bite-sized pieces you can actually use.

Write Job Descriptions That Actually Get Applications 📝

First things first - your job description needs to make potential interns stop scrolling! Here's what you absolutely need to include:

• Show off your company culture (but keep it real!)

• List the cool stuff they'll actually work on

• Must-have skills (don't go crazy with the requirements)

• Time commitment and pay details

• Growth opportunities (because who doesn't want to learn?)

• How to apply and when to do it

Remember, your job post should sound like your company - professional but not boring. Here's a pro tip: Talk about real projects they'll work on. Trust us, nobody wants to be the coffee-run intern!

Pick Your Winners: Smart Screening Criteria 🎪

Before you dive into that pile of resumes, let's set up some ground rules. Think of it like being a talent scout - you need to know what you're looking for!

Look at these three big areas:

• Grades Matter... But Not That Much: Check if their courses match what you need, not just their GPA

• Skills & Experience: Can they bring something useful to the table?

• Future Leader Alert: Look for those extra activities that show they've got that special something

Quick tip: Write down your criteria before you post the job. This keeps things fair for everyone!

Rock Your Interviews (Without the Stress) 🎤

Time to meet your candidates! But let's make this fun and useful for everyone. Think of it as a conversation, not an interrogation.

Here's our tried-and-tested interview game plan:

• Round 1: Quick chat to see if they're a good fit

• Round 2: Show us what you've got! Let them tackle some real work challenges

• Round 3: Meet the team - because chemistry matters!

Keep candidates in the loop about what's happening next. Have your questions ready (both the technical stuff and the people skills). And please, please take notes - your future self will thank you!

Remember: The best selection process feels less like an obstacle course and more like a journey of discovery. Let's find those rockstar interns! ⭐

Make Your Mentorship Program Shine: The Secret Sauce

Want to know something cool? 76% of interns feel more career-ready when they've had a proper internship experience. That's not magic - it's mentorship done right!

Pick Your Mentors (Choose Wisely!) 🎯

Think of mentors like team captains - they'll guide your interns to victory! Here's what makes a mentor worth their salt:

• Rock-solid communication skills (because nobody likes confusion!)

• Love for helping others grow

• Real expertise in their field

• Passion for learning and development

• Time to actually mentor (sounds obvious, but you'd be surprised!)

Here's the thing - even great mentors need training! They'll need to learn the art of giving feedback and building what NACE calls a "trampoline of trust". Sounds fancy, right? It just means creating a space where interns feel safe to learn and grow!

Keep That Feedback Loop Rolling 🔄

Did you know that 60% of employees want feedback weekly or even daily? Your interns are no different! Let's make feedback work both ways:

For the day-to-day stuff:

• Weekly catch-ups (coffee chats work great!)

• Quick pulse checks

• Mid-internship check-ins

• Exit interviews (because goodbye shouldn't mean forever!)

Remember: Feedback isn't just about pointing out mistakes - it's about growing together! Make sure your mentors keep things constructive and confidential.

Here's a pro tip: Don't just collect feedback - act on it! Nothing kills your employer brand faster than ignoring what your interns tell you. When you make changes based on feedback, shout it from the rooftops! Well, maybe not literally, but definitely let your current and former interns know.

The secret to amazing mentorship? Keep those communication channels wide open. Let your interns speak up, share ideas, and feel like they're part of something special. After all, today's intern could be tomorrow's superstar employee! ⭐

Remember: Great mentorship isn't about being perfect - it's about being present, being real, and being committed to growth. Ready to build your dream mentorship program? Let's make it happen! 💪

Time to Wrap It Up! 🎬

Let's get real about internship programs - they're like building a house. You need solid foundations (hello, legal compliance! 👋), careful planning for the structure (that's your selection process), and someone who knows what they're doing to guide the work (your amazing mentors!).

Want to know what makes the difference between good and great internship programs? 🤔

• Crystal-clear job descriptions that actually make sense

• Smart screening that finds the right fit

• Interviews that feel more like conversations than interrogations

But here's the secret sauce: mentorship! Companies that nail their mentorship game see more interns turning into full-time rockstars. And who doesn't want that? Keep tweaking and improving your program - it's like a garden, it needs regular care to grow! 🌱

Ready to build something amazing? Your future talent is waiting! ✨