As the demand for a high-quality workforce grows, more businesses are turning to internships as a low-risk, high-reward strategy for identifying and developing future talent. A well-structured internship program not only helps reduce recruiting and onboarding costs, but also enhances your reputation as an employer of choice in the community.
According to the National Association of Colleges and Employers (NACE), 8 out of 10 employers say internships provide the best return on investment (ROI) of any recruiting strategy. But success doesn't happen by chance—it requires planning, purpose, and clear execution.
In a recent presentation by Bob Adams of Matson Madrid Consulting, he outlined key components that businesses should consider when launching or improving their internship programs.
Start with Five Foundational Questions
Before bringing an intern on board, Adams recommends that employers first answer five essential questions:
1. Why are we doing this? Define your goals and expected outcomes.
2. What do we want to accomplish? Clarify the intern’s role and impact.
3. When will the internship run? Set clear start and end dates.
4. How much are we budgeting for the intern? Include stipends, tools, and other resources.
5. Who will own the internship process? Identify a point person to manage the experience.
These questions create clarity and direction, ensuring your internship program aligns with your business goals and culture.
Structure Drives Success
A well-structured internship creates a more meaningful and productive experience for both the intern and your organization. Adams recommends establishing a clear support team to guide the intern throughout their time with your company. This team may include:
· Supervisor – Sets expectations, outlines goals, and supports professional growth.
· Mentor – Provides guidance, fosters a sense of belonging, and offers feedback. In smaller organizations, the mentor may also be the supervisor. In larger businesses, the mentor might be from a different department or even a former intern.
· Peer Buddy – A colleague close in age or experience who can help the intern feel welcomed and included.
Make It Public (and Positive)
A simple but effective “pro tip” is to celebrate your intern’s arrival publicly. Share their onboarding on your social media platforms, and encourage interns to post about their experience—especially on professional platforms like LinkedIn. This not only boosts morale but also contributes to your employer brand.
Don't Skip Performance Management
One of the most overlooked elements of a successful internship program is performance management. Regular check-ins and ongoing feedback help ensure that the intern’s work remains aligned with organizational goals, while also helping the intern grow and meet expectations.
Final Thought
When done right, internships are more than just temporary help—they are powerful tools for workforce development, brand building, and long-term talent recruitment. By being intentional and strategic, your business can turn an intern into a future star employee.
To learn more about how you can Maximize your internship and receive handouts and guides from this Session please contact BJ Beaver @[email protected]
