6 ways to improve your intern program

For many companies, the arrival of summer means fresh university graduates and students entering the workforce as interns. But why do companies invest in temporary interns or students who have yet to graduate? The focus lies in the future of the company and what the talent needs will be in the next few years. With students likely to land a full-time role following their internship, it’s in your best interest as an employer to make the most of your investment and make sure you’re developing top talent. If you’re looking for ways to improve your intern program, this Pacific Prime article will help you do just that.

How to improve your intern program

Your intern program is essentially an investment in your organization’s next generation of talent. Whether you’re coming up with an entirely new intern program or are improving your existing one, here are some of the best practices for internship programs.

1. Choose wisely

Your internship search should involve a meticulous interview process. Look for soft skills and qualifications that match the role to ensure student interns aren’t just a short-term solution, but a potential long-term match as well. To make sure your intern program is a worthwhile investment in the long term, ask students upfront if they are interested in full-time opportunities down the line. Just a simple question at the start can help you determine which direction to take the hiring process.

2. Provide support in and outside the office

You know what you expect from your interns, but have you considered what they can expect from you? As tempting as it may be to hand your new interns a bunch of assignments from the minute they enter the office, be sure to support their needs like you expect them to support the company.

A good way to get interns started is through a formal onboarding process. Provide clear learning objectives, access to advisors or other employees who know how to mentor an intern, and opportunities for career development. You can also show interns that they’re supported outside of the office, such as by offering out-of-towners local tips on transportation, events, and anything that can help make the potential move after university seem less daunting.

3. Set measurable objectives

Work with your HR manager to give students projects that produce results and test their job skills for the future of work. Ask interns what they’d like to learn about and motivate them by giving them work that matters. This will also help them realize the impact they have on the company. Set measurable objectives for a successful internship and come up with a plan of action to achieve them. Once the internship is up, both the company and the interns should accomplish measurable results.

4. Consider company culture

Generation Z job seekers are looking for more than a job that pays the bills. They want to contribute in a way that makes an impact. Instead of enticing candidates with freebies, your recruitment marketing materials should emphasize your organization’s values and career advancement opportunities. Once interns have been hired, set them up for success by immersing them in your company culture. Ask them to join group meetings, social events, and anything else that makes sense.

Additionally, help them feel like they belong by hosting welcome events with important team members, and having one-on-one meetings with their manager or team leader regularly to acknowledge their personal career development.

5. Check in on a regular basis

Make sure interns have the opportunity to ask questions, discuss their performance, acknowledge room for improvement, and provide feedback on a regular basis. While one-on-one meetings with a team leader are beneficial, it’s also advisable to schedule regular HR check-ins. These meetings give interns the opportunity to advance their careers, offer insight into things that could be improved upon, and make sure they’re getting the intended work experience.

It’s also recommended to conduct exit interviews so you can gather feedback and gauge their interest in a full-time position at your company.

6. Provide flexible work options

Remote work trends have made the digital nomad lifestyle, or at least working from home, a reality for many. And this growing trend will only continue to rise. In fact, many millennials are starting to value flexible work options and work-life balance over compensation. Understandably, flexible hours or remote work arrangements are not suited to every role, but flexible work options are a great incentive when the role allows for it.

Allowing employees to work from where they like shows trust and respect for their time. If you’re thinking about turning interns into full-time employees in the future, you can communicate your acknowledgment from day one. Provide interns with what they need to get the job done, from clear goals to the right technology or equipment. Collaborate with your HR managers to come up with communication processes and milestones so interns can be held accountable for their output.

Now that you’re aware of some ways you can improve your intern program, which ones will you be implementing? Whether you go with one or all, any step towards enhancing your intern program will not only be beneficial for your interns but your return on investment as well.

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Jantra Jacobs

Senior Copywriter at Pacific Prime

Jantra Jacobs is a Senior Copywriter at Pacific Prime with over 10 years of writing and editing experience. She writes and edits a diverse variety of online and offline copy, including sales and marketing materials ranging from articles and advertising copy to reports, guides, RFPs, and more.

Jantra curates and reports on the results of Pacific Prime’s monthly newsletters, as well as manages Pacific Prime’s Deputy Global CEO’s LinkedIn posts. Complemented by her background in business writing, Jantra’s passion for health, insurance, and employee benefits helps her create engaging content - no matter how complex the subject is.

Growing up as a third-culture kid has given her a multicultural perspective that helps her relate to expats and their families while 8 years of working remotely have given her unique insight into hybrid work arrangements and enthusiasm for employee benefits.

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