T H E D E F I N I T I V E G U I D E TO

Creating an
Internship Program
 Internships are more
popular than ever, with
40% of college students
interning before graduation.

Internship programs are rewarding for But without proper structure and support, internships can
lead to dissatisfaction for both the interns and employees
your company, the interns, and all of the within your organization. Poorly managed internship programs
team members involved. These programs may result in high turnover, negative experiences, and lost
opportunities to develop talent. Follow the guidelines we
provide valuable hands-on experience provide below to ensure your internship is successful for
for interns while offering businesses everyone involved.

an opportunity to train potential future At BambooHR, we understand the value of internships:

employees and bring fresh ideas into our tools help you manage intern onboarding, payroll,
performance tracking, generate detailed HR data and
their workplace. reporting, and create a supportive environment to set all of
your people free to do great work. Join 33,000+ businesses
who trust BambooHR to improve their employee experience
and take their business forward. Try a free demo today.

T H E D E F I N I T I V E G U I D E TO C R E AT I N G A N I N T E R N S H I P P R O G R A M 1
 Why You Should Create an
Internship Program

Internships Offer Key Benefits for Interns

Business Benefits Internships can bring huge benefits to interns, too:
A robust internship program provides many potential benefits
for businesses, including:
• Adding real-world experience to their resumes

• Gaining corporate or industry-specific experience

• Training potential future employees

• Building confidence in their skills

• Providing mentorship opportunities for employees

• Creating the potential for a full-time offer

• Adding support for time-consuming or
high-volume tasks
• Gaining a professional network and references

• Injecting fresh ideas and perspectives

• Establishing a professional portfolio of work

• Creating a cost-effective, low-commitment way Even if a job offer isn’t on the table right away at the end of
to discover talent an internship, new connections and relationships can lead to
valuable professional references for future roles,” says Hailey
• Improving your employer brand
Hess, a current marketing intern at BambooHR. “These aren’t
Additionally, young professionals are eager to prove just any references; they come from reputable professionals
themselves. That new energy can be extremely valuable who have seen what we can do first-hand.”
in motivating your team.
If you’re thinking about starting an internship program,
“The new insights our interns bring are everything. They’re remember it’s not just a great idea for your team—it can be
in school right now learning all these new things from their a career game-changer for them, too.
professors, and they get to bring those to our company.
That’s huge,” says Carlie Miner Jackson, Talent Acquisition
Partner at BambooHR, where she’s run the internship
program since 2022. “We want and need these new insights.”

“Even if a job offer isn’t on the table right away at the end of an internship,
new connections and relationships can lead to valuable professional
references for future roles. These aren’t just any references; they come
from reputable professionals who have seen what we can do first-hand.”
HAILEY HESS | CURRENT MARKETING INTERN | BAMBOOHR

T H E D E F I N I T I V E G U I D E TO C R E AT I N G A N I N T E R N S H I P P R O G R A M 2
 Is an Internship Program
Right for Your Business?
3 Signs to Consider

Your Employees Need You Want to Provide New

Extra Support Leadership Opportunities
First, take a moment to evaluate your current workload.
for Employees
If you’re feeling overwhelmed and could use some extra
Offering leadership opportunities to current employees in
hands, an intern might be just what you need. However, it’s
the form of intern supervisors may be a great incentive to
important to ensure there’s enough substantial work to keep
start an internship program.
them engaged. Without enough work to fill an intern’s time,
your internship program will be unproductive, leaving both Although the selection of supervisors will vary depending on
the intern and the organization disappointed. the size of your organization, we recommend designating an
individual employee per intern. Someone who can facilitate
frequent check-ins, answer questions, assign tasks,
and provide one-on-one support will help the program
run smoothly.

Potential Intern Supervisors

Are Bought In and Enthusiastic
While you need to have enough work for your interns, you
also need supervisors with enough wiggle room in their
schedules to assist them. Interns will be most successful
with the help of supervisors, so if your supervisors can’t
commit to that extra time, starting a program probably won’t
be worth it. Consider the time investment a supervisor will
dedicate to training an intern, and balance this against the
potential productivity gains and time savings a trained intern
can bring to your team.

T H E D E F I N I T I V E G U I D E TO C R E AT I N G A N I N T E R N S H I P P R O G R A M 3
 Alternatives to
Internships

Internships vs. Cooperative Internships vs. Full-Time Hires

Education Programs Alternatively, hiring someone full-time can be a great option,
Cooperative education programs, or “co-ops,” are an too. Opting for a full-time employee over an intern might
alternative to traditional internships. In a co-op program, also be a better option for businesses looking for a ‌more
the participant does paid, full-time work at your company for developed team member who can immediately contribute
a total of several terms, usually three or more, with each work at a higher level and bring experience and skills that are
term alternating with their school terms. This means their usually beyond the initial scope of interns.
degree will take five years instead of four, but they’ll gain
valuable work experience and earn some money
along the way.

For businesses, co-ops are especially beneficial as they

allow for longer-term engagement with students, providing a
consistent source of fresh ideas and the opportunity to fully
evaluate potential future employees in a real-world setting.

T H E D E F I N I T I V E G U I D E TO C R E AT I N G A N I N T E R N S H I P P R O G R A M 4
 Types of
Internships

Traditional Remote
Traditional internships place interns into a team where they’ll Last year, Pew Research Center found that one-third of US
stay for the entirety of the program. This gives interns a workers are fully remote—and this applies to interns, too.
chance to jump right into the work and deepen their industry
knowledge. As they see projects through to completion, Remote work offers key benefits, but organizations that
they will strengthen their understanding of the role and gain offer remote internships should be intentional about making
expertise. Our internship program here at BambooHR is sure interns are included and supported. A few key
operated like this. considerations include:

• Larger talent pool: Remote work options give you

Rotational access to a larger talent pool, as you’re not limited

by geographic boundaries. If you want to hire from
In a rotational internship program, another popular model, a more competitive talent pool, remote internship
interns contribute to a team for a few weeks then rotate to a options might be in your favor.
different team. As they’re exposed to different facets of their
field, they can discover preferences for their future career. • Remote stipends: Some companies give
stipends to be used on internet access or setting
Rotational programs are a great chance to network, develop
up a desk space.
adaptability, and gain a well-rounded understanding of the
industry or company. Walmart and Capital One are known to
• Creative engagement: Connecting with colleagues
have a rotational program.
virtually has its challenges, so it’s important to
stay highly engaged in your digital communication
channels. Ask an icebreaker question in your Zoom
meeting, or drop a question of the week in your
Slack channel.

• Free lunch: In lieu of an intern cohort lunch, consider

sending your interns an occasional gift card to get
lunch delivered to their home office.

• Work-life balance: Many workers say remote work

encourages a healthy work-life balance. Some still
find blurred lines between the two. Encourage focus
during work hours, and a closed laptop after hours.

T H E D E F I N I T I V E G U I D E TO C R E AT I N G A N I N T E R N S H I P P R O G R A M 5
In-Person Hybrid
Although remote work skyrocketed during the COVID-19 As the national debate over RTO mandates continues, hybrid
pandemic, the fully remote workforce is declining as more work offers a middle ground. According to Pew Research
companies issue return-to-office mandates. Center, the percentage of hybrid workers has soared from
6% in 2023 to 41% in 2024.
Organizations that are planning to host in-person internship
programs should consider: Hybrid work arrangements are also popular for internships.
According to 2024 data by the National Association of
• Direct support: One of the best advantages of Colleges and Employers (NACE), 60% of organizations ask
in-person internships is direct access to mentors their interns to split time between remote and in-office work.
and managers.
If you’re considering a hybrid internship program, a few key
• Access to resources: Certain equipment can only considerations include:
be stored in the office, so an in-person position may
be necessary for particular jobs. • Trending: Hybrid work is growing in popularity,
a flexible blend of the traditional in-person option
• Easy engagement: When all your interns work and the fully remote option.
in-office, relationships are more quickly formed
and you’re able to see who fits well in your • Flexibility: When you operate a hybrid internship,
company culture. it allows both your organization and the interns
themselves to be flexible. You can mandate
• Limited talent pool: While in-person positions have regular onsite days, or host occasional in-person
their benefits, know that your talent pool will be events. Your interns have office resources at their
more limited to those in close proximity to the office. convenience, but also have the option to work
from home.
• Relocation stipends: If an intern is required to
relocate for their internship, consider offering • Defined structure: Consistency can be a challenge,
them a relocation stipend to help with food and so be sure to communicate which days your interns
lodging expenses. are expected to be in-office.

T H E D E F I N I T I V E G U I D E TO C R E AT I N G A N I N T E R N S H I P P R O G R A M 6
 Paid vs. Unpaid
Internships

The debate between paid vs. unpaid internships is a hot topic. By offering paid internships, companies provide meaningful,
The conversation is all about fairness, access, and equality in practical training that prepares interns for smooth transitions
today's job market. into permanent roles, supporting both the intern’s career
development and the organization's long-term success.
A leading voice in this conversation comes from NACE's
“Unpaid is Unfair” campaign, which is actively advocating
to end unpaid internships. This initiative demonstrates the L E GA L I T I E S & 401 K B E N E F I T S FO R PA I D I N T E R N S
growing recognition of the need for fair compensation for
interns, advocating that all interns deserve pay for their If you choose to pay your interns, they will fall under one of
contributions and efforts. three categories:

Unpaid internships create a roadblock for fairness and • Full-time

opportunity for all college students. If you need to make
• Part-time
money to pay the bills or help out at home, taking an unpaid
internship simply isn't an option. This means a large group of • Temporary
talented individuals miss out on some incredible opportunities
because they can't afford to work for free. In this way, This classification entitles them to the same legal protections
unpaid internships undermine inclusion and gatekeep as your other employees.
career opportunities in favor of individuals from privileged
backgrounds and socioeconomic groups who can afford to From a recruiting and retention standpoint, consider offering
work for little to no pay. your interns benefits such as 401(k) plans. Plus, there are
tax advantages: neither you nor your interns are required
Furthermore, from an HR perspective, consider the quality of to pay taxes on the employer match, resulting in a win-win
work you can expect from someone who's working for free for both parties.
compared to a paid intern who feels valued and included.
When interns are paid, they're more likely to be invested in
their work and bring their A-game every day, because they Unpaid Internships
feel appreciated and important to the team.
Though paid internships are becoming the norm, there
are still circumstances where unpaid internships might be
Paid Internships appropriate. For example, a nonprofit organization may not
have the budget to pay interns. In such cases, it’s essential
If your business can afford to support paid internships, doing to understand the US Department of Labor’s (DOL) stance
so is often the smart choice. The average hourly wage for on unpaid internships. The DOL explains that "for-profit"
interns has increased over the last decade, reaching $22.06 employers must compensate all their workers, however,
in 2023, compared to $20.76 in 2020 and $17.20 in 2014. deciding whether or not interns are officially recognized as
Paying interns aligns with the broader goal of converting “employees” determines whether they must be paid or not.
interns to full-time employees. Such conversions can
significantly reduce the costs that come with recruiting
and training new staff.

T H E D E F I N I T I V E G U I D E TO C R E AT I N G A N I N T E R N S H I P P R O G R A M 7
In hopes of preventing companies from exploiting interns • How long the internship lasts, ideally only as long as
for free labor, the DOL created a set of guidelines called it is beneficial for the intern's learning.
the “Primary Beneficiary Test” to determine which party,
employer or intern, benefits most from the internship. • How the intern's work adds to, rather than replaces,
This test is found in the Fair Labor Standards Act (FLSA). the work of paid employees and gives valuable
learning experiences to the intern.
If you are planning roll out an unpaid internship program,
be sure your internship favors the intern as the primary • How well the intern and the employer both
beneficiary according to each of these standards: understand the internship won’t lead to a
guaranteed paid job afterward.
• How clearly the intern and the employer understand
the intern won't be paid. Any hint of payment means The "Primary Beneficiary Test" is a flexible one where no
the intern is considered an employee. single factor determines the result. Whether an intern or
student qualifies as an employee under the FLSA depends
• How much the internship teaches skills similar to on the specific details of each situation.
those taught in school, including practical training
similar to what you'd receive in a classroom. If, after looking at these details, it turns out that your intern or
student is really an employee, then they must be paid at least
• How closely the internship is connected to the minimum wage and receive overtime under the FLSA.
the intern's academic courses or gives them However, if they are not considered employees, you are
school credit. not required by law to pay them.

• How well the internship accommodates the

intern's school schedule.

PA I D I N T E R N S H I P S B OT H U N PA I D I N T E R N S H I P S

Greater chance of turning into Networking Less likely to turn into

full-time employment full-time employment
Training and skill
Entry-level work development Shadowing & observational

More invested in their roles Supports interns career Less invested in their roles
development
Benefits both intern and company Legally must benefit the intern
Prepares interns for more than company
Real-world learning smoother transition into
the workfield Classroom-like education
Decreased recruiting
and training costs

More accessible to
interns of all socioeconomic
backgrounds

T H E D E F I N I T I V E G U I D E TO C R E AT I N G A N I N T E R N S H I P P R O G R A M 8
 How to Create an
Internship Program:
9 Best Practices

1. Establish Goals 3. Decide on a Timeline

As with all business endeavors, use your company goals to Consider the length and seasonal period of the internship
craft your internship program. Consider how the introduction program. Would you prefer full-time summer interns, or part-
of an internship program can support your company’s vision, time interns during the academic year? Internships typically
mission, and values. In this light, you can create some span 8–12 weeks. Remember that the process of recruiting
program-specific goals. and hiring interns can span several months. Internships
typically align with school semesters, but some may
For example, one of our internship program goals at last longer.
BambooHR is to hire at least 50–75% of our interns for full-
time employment following their internship. With goals like Here’s a breakdown of your recruiting responsibilities
this in mind, you’ll be better able to establish expectations for summer, fall, and spring internship programs:
within your program.

S E AS O N RECOMMENDED TIMELINE
2. Create a Budget
With the average cost of hiring an intern being $6,110, Summer January: Publish position openings.

starting an internship program isn’t cheap. Though internship Internship February: Close applications
programs can have a high ROI, there are many costs to Programs and begin processing.
consider. That’s why creating a budget is one of the most
March: Make final hiring decisions.
important things you can do before starting a program.

Consider the interns’ compensation and the costs of

Fall April: Publish position openings.
recruiting and hiring interns. In addition, leave space in your
Internship May: Close applications and
budget for resources like computers and extra equipment.
Programs begin processing.
Don’t forget to factor in the cost of perks and activities. Once
you have your program budget nailed down, you can move June: Make final hiring decisions.
forward with your planning much more confidently.

As you identify the roles an intern could fill, you’ll get a Spring September: Publish
position openings.
clearer picture of how many interns you might need. You’ll Internship
want to strike that balance between hiring enough to make Programs October: Close applications
a difference, but not an unmanageable amount. If you can and begin processing.
handle a larger internship program, we recommend it. A large
November: Make final
program will shine more visibility on your organization and hiring decisions.
give your brand a competitive edge.

By following this timeline, you can ensure a smooth and

efficient recruitment process for your internship program.

T H E D E F I N I T I V E G U I D E TO C R E AT I N G A N I N T E R N S H I P P R O G R A M 9
 Internship Template
JOB DESCRIPTIONS

Marketing Internship Customer Experience Internship

Software Developer Internship Human Resources Internship

Security Internship Product IT Internship

AI Engineering Internship

U S E O N E -WAY I N T E RV I E WS TO S C R E E N
4. Start Recruiting I N T E R N S H I P A P P L I CA N T S

Wondering where to find your talent? As an internship

After reviewing resumes, written or recorded interviews
coordinator, you’ll find that partnering with universities
(also known as one-way or asynchronous interviews) are
is extremely beneficial in your search for the best talent.
a convenient initial interview choice for potential interns,
Develop a relationship with career centers, professors, and
who are often tech-savvy applicants. In these interviews,
counselors. Attend or host information sessions on campus—
candidates respond to predetermined questions via text or
make your presence known! Establish strong communication
video at their convenience.
with your university connections so they can promote your
job openings. Here’s how one-way interviews can benefit you and your
potential interns:
As far as where to advertise your open positions, go where
the students are! Here are our top 5 recommended platforms • This method saves time by narrowing down
with a strong student presence: candidates before moving on to more detailed,
in-person interviews.
• Handshake
• Candidates answer questions on their own time,
• Indeed
which can improve the quality of their responses.

• LinkedIn
• The hiring process is more fair, as all candidates
get the same questions.
• Reddit

• ZipRecruiter • It’s easier and quicker for the hiring team to review
these responses when it’s most convenient for them.

5. Host Interviews W H Y YO U S H O U L D D O T WO R O U N D S
O F I N T E RV I E WS
Once applications start rolling in, your interviewing and hiring
process will begin. Approach the intern hiring process a little We understand you might be thinking, “Woah! This is a lot
differently than regular positions, as your applicants are of work for a temporary internship!” However, keep in mind
likely to be students with less work experience. What you can that successfully operated internships reap many rewards for
ask about, though, is how they’ve handled challenges and companies. Plus, the more energy you put into your interns,
working with others, impactful projects they’ve completed, the more energy they’ll give you in return.
and their personal aspirations. We highly recommend
following a few essential steps for your hiring process.

T H E D E F I N I T I V E G U I D E TO C R E AT I N G A N I N T E R N S H I P P R O G R A M 10
Conducting two rounds of interviews for each intern is
highly beneficial. Here’s why:
6. Reach Out to
Professional References
• A second interview allows the candidate to reflect
on their first experience, become more at ease, As you narrow down your final applicants, we recommend
and reveal more of their unique traits. contacting their professional references. Here's what to ask
and the responses to look for:
• With limited time in a single interview, a follow-up
interview allows you to dive deeper and learn more
about the applicant’s abilities and how they’d add
QUESTION G R E E N F L AG S TO
to your company culture. L I S T E N FO R

• It provides an opportunity for the intern to connect

with more members of your team, growing Can you confirm the Accurate job titles and
their networks. candidate’s job title and dates that match the
length of employment? candidate’s resume.

What were the Confirmation of skills

Free Resource: candidate’s primary and experiences relevant
responsibilities? to the job they’re
The 10 Best Interview
applying for.
Questions to Ask Interns
Ready to start recruiting? Our guide will How would you describe Positive comments on
help you ask the right questions to evaluate the candidate’s work ethic their dependability
applicants’ true potential. Draw inspiration and reliability? and commitment.
from our list of tried-and-true questions,
plus benchmark your interviewing with Can you provide an Signs of openness to
examples of green and red flags to watch example of how the learning and
out for. candidate handles self-improvement.
feedback and criticism?

GET THE GUIDE

How can we best help Suggestions on support,
(candidate’s name) adjust training, and coaching to
to this internship? help them succeed

T H E D E F I N I T I V E G U I D E TO C R E AT I N G A N I N T E R N S H I P P R O G R A M 11
 “Before we actually open a job, we ask the question, ‘Will you have
projects for the intern to work on during the summer?’ Because if they
ever come back saying ‘No,’ then we will not open the position. We want
it to be a meaningful internship, with projects and work for the intern.”
M E GA N W E S TOV E R | TA L E N T AC Q U I S I T I O N PA R T N E R S | B A M B O O H R

7. Designate Internship 8. Make Sure Interns Work on

Program Leaders Meaningful Tasks
Establishing leadership roles is one of the most influential Interns can bring a lot to the workplace. Their fresh
practices to help your internship program run smoothly. While perspectives and work ethic can greatly boost productivity
leadership organization will vary by company, we recommend and company culture. One of our biggest recommendations
assigning a mentor to guide each intern through the program. is to greet your interns’ enthusiasm with open arms! Having
meaningful tasks prepared for interns to complete is one of
Here’s how we structure our program here at BambooHR: the best ways to do that.

• Internship Coordinators: Two of our Talent As an HR professional, you have the responsibility to ensure
Acquisition Partners take on the role of Internship that mentors and managers are prepared to delegate
Coordinators. They facilitate university outreach, assignments to interns. Internship programs are typically
manage applications and communicate with temporary, so let your interns jump into projects quickly to
applicants throughout the hiring process, organize avoid wasted time.
intern events like lunches and connection activities,
and host bi-weekly check-ins. Here at BambooHR, we make it a priority to give interns
plenty of work to do by working closely with managers and
• Managers: Managers run the normal operations of mentors. Megan says, “Before we actually open a job, we ask
their teams and have occasional check-ins with the the question, ‘Will you have projects for the intern to work on
interns on their teams. during the summer?’ Because if they ever come back saying
‘No,’ then we will not open the position. We want it to be a
• Mentors: One mentor is assigned to every intern.
meaningful internship, with projects and work for the intern.”
A mentor is responsible for kickstarting their intern’s
experience by providing initial projects and checking Remember that this internship is a valuable and foundational
in daily to give training and development. experience in these young professionals’ careers, so beyond
having simply enough work to do, make sure it’s meaningful
• Interns: Interns work on assigned projects,
work. Gone are the days of tasking interns to make copies or
participate in team activities, and seek guidance
do a coffee run. Both the interns and the company as a whole
from their mentors.
will benefit from interns working on real, impactful projects,
Assisting an intern is a big commitment from the mentors. just like their colleagues.
Megan Westover, one of our Talent Acquisition partners who
Involve interns in projects and meetings for the teams on
operates our internship program, checks in with mentors
which they belong, but also provide them with special
before the program begins to help them understand their
projects just for them, like a capstone or portfolio project.
responsibilities: “They need to make sure that their calendar
Giving interns tasks they can own will give them a chance
and schedule allows them to spend about 75% of their time
to step up, increase their understanding of the subject, and
with their interns.”
showcase the full bandwidth of their skills. These are the
Although that's a significant time commitment, we’ve seen the projects that will really let your interns shine.
results that come from this structure. Interns develop strong
You may not be used to having extra hands on deck, so don’t
bonds with team members and are empowered to tackle
be surprised when your interns complete tasks faster than
important tasks. This results in a high satisfaction level, which
you expect. Prepare a bank of backlog projects ahead of time
fuels the intern-to-full-time pipeline.
so that interns have plenty of assignments to turn to after
completing projects.

T H E D E F I N I T I V E G U I D E TO C R E AT I N G A N I N T E R N S H I P P R O G R A M 12
 Interns’ gained insights from shadowing will help them better
9. Promote Intern Development understand company processes and explore potential career
through Trainings & Activities paths. Also, a strengthened network within your organization
will improve workflow and company culture.
Internships offer a unique opportunity not only for work
experience but also for personal and professional growth. S O C I A L AC T I V I T I E S T H AT A I D N E T WO R K I N G
To fully capitalize on this, consider implementing professional
development training and immersive activities into Engaging activities are one of your best chances to show off
your program. your company culture. They allow interns to connect with one
another, with other colleagues, and with leadership. They
Include interns on all company-wide activities, but designate encourage interns to build their skills, help them feel valued,
a handful of activities just for interns. Depending on the and boost their job satisfaction. Some fun social activity
length of your program, consider hosting an engaging activity ideas include:
or training once every couple of weeks. Let’s dive deeper into
some of these activity ideas. • Coffee chats

• Roundtable discussions
P R O F E S S I O N A L D E V E LO P M E N T
• Intern icebreakers
Being early in their careers, interns are often eager for
professional advice. Take advantage of this opportunity • Volunteer projects
by providing:
• Company social events, such as game nights
• Lunch-and-learn events or barbeques

• Speed networking Even simple but meaningful interactions and activities

make an impact on interns. We interviewed XX recent
• Professional development trainings interns, including one whose experience at a public health
consultancy left a lasting impression. “I felt like I was an equal,
• Guest speaker series my opinions were heard, my experiences were valued,” the
intern said.
• Skill-building workshops
A satisfied intern can bring great returns to your company. In
• Career panels
fact, satisfied interns are six times more likely to accept a
For example, here at BambooHR, we hold professional full-time position. Creating valuable internship experiences is
development sessions during the onboarding process, in bi- worth the investment!
weekly check-ins, and at monthly intern lunch meetings.

Ask leaders within your organization to prepare advice

and training for the interns. Train them on your company
mission, vision, and values, and help them develop skills that
will advance their career. If you plan to offer your interns
permanent positions, these sessions are a great way to align
their growing skills with your company's needs.

S H A D OW I N G O P P O R T U N I T I E S

For those in traditional internship programs who don’t

experience a rotational schedule, engaging in shadowing
opportunities may be beneficial. Shadowing is when an intern
observes a colleague from a different team or department to
learn about their responsibilities. They will typically spend
a full work day observing and assisting with projects and
attending meetings. For remote workers, shadowing sessions
can be set up over a Zoom meeting.

T H E D E F I N I T I V E G U I D E TO C R E AT I N G A N I N T E R N S H I P P R O G R A M 13
 After the Internship:
What Happens Next?

As your internship program wraps up, it’s time to think about For the interns you wish to retain, consider offering them a
what’s next. Maybe a full-time offer is on the horizon. full-time position as the internship ends. If you’re unable to
Or maybe it’s time for the intern to move on to offer a position immediately, perhaps due to limited openings,
another opportunity. but you recognize the intern as a valuable asset, keeping up
with their career can help you identify future opportunities
Either way, stay in touch with your interns! We recommend: for them within your company. This not only strengthens your
team but also builds loyalty.
• Conducting exit interviews to gather feedback
and insights

• Providing any necessary documentation or support

for school requirements

• Offering references to help interns’

future aspirations

• Inviting interns to join an alumni group on LinkedIn

T H E D E F I N I T I V E G U I D E TO C R E AT I N G A N I N T E R N S H I P P R O G R A M 14
 How to Measure
Your Internship
Program’s Success

Q UA N T I TAT I V E M E T R I C S Q UA L I TAT I V E M E T R I C S

• Conversion Rate: At BambooHR, we strive for at • Skill Development: Interns may consistently report
least 50–75% of our interns to accept full-time offers improvements in both their technical and soft skills.
for the next summer following their final year of
schooling, though we wouldn’t be opposed to hiring • Positive Work Environment Feedback: Interns
all 100% of our interns, provided they are a good fit might describe the work environment as inclusive
and we have the capacity to do so. and supportive.

• Project Completion Rate: Tracking the completion • Career Path Clarity: Interns might mention gaining
rate of projects assigned to interns helps measure clearer insights into their career paths.
their productivity and the effectiveness of the
• Increased Confidence: Interns may frequently
training provided.
express increased confidence in their abilities to
• Performance Ratings: Intern performance ratings take on full-time roles.
are based on evaluations from their supervisors.
• Strong Relationships: Interns develop meaningful
• Attendance and Participation: We recommend connections with other interns, mentors, and team
aiming for 95–100% attendance in training sessions members, forming networks that support their
and company events, because high attendance rates future careers.
show engagement and commitment from interns.
• Helpful Contributions: Interns bring fresh
perspectives and ideas to projects, strengthening
the company and proving their capabilities.

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 Are Internship
Programs Worth It?

Now that you’re officially an expert on all things internships,

it's time to ask: Are internship programs worth it? At
BambooHR, our stance is a resounding yes! Internships Free Resource:
offer amazing benefits for everyone involved. Intern Experience Survey Kit
But to really get the most out of them, companies should Interns have valuable insights to share—
follow the best practices outlined in this guide. This means but is your company listening? Our ready-
providing a well-organized, supportive, and enriching to-customize surveys will help you gauge
experience for interns, mentors, managers, and the interns’ satisfaction and engagement. Plus,
company as a whole. you can capture feedback that will help
your program thrive.
By doing so, organizations can build a strong talent
pipeline, increase mentorship, and bring fresh perspectives
to their teams, all while empowering the next generation G E T T H E S U RV E Y K I T
of professionals.

T H E D E F I N I T I V E G U I D E TO C R E AT I N G A N I N T E R N S H I P P R O G R A M 16