Internship

An internship is a period during which an individual – most often a student, recent graduate, or someone changing career paths – gains practical professional experience by performing tasks in a real workplace environment. The primary goal of an internship is to develop the skills necessary for a chosen profession and to prepare participants for entering the job market.

Internship programs can vary in nature – educational, developmental, or recruitment-focused – depending on the structure and objectives set by the organization. Internships may be conducted without establishing an employment relationship (for example, internships funded by labor offices) or based on a civil contract or an employment agreement.

Types of internships based on work structure

Based on the way the work is organized, internships can take several forms:

• Traditional internship – conducted within a single role or department, typically with an assigned internship supervisor and a clearly defined scope of responsibilities. This format works well for teams that need operational support and want to help young candidates develop specific skills.
• Rotational internship – the intern rotates through various departments or teams within a single program. This model is popular in large organizations aiming to identify future leaders or project managers.
• On-site internship – a classic model where the intern works from the office. It facilitates direct support and relationship-building within the team, but may be less accessible to candidates from outside the region.
• Remote internship – an increasingly popular model that enables collaboration with individuals from different locations. It requires strong organizational skills, clear communication guidelines, and the right tools to support onboarding.
• Hybrid internship – a combination of remote and on-site work. This flexible model meets the needs of both organizations and candidates.

Types of internships based on compensation

Internships also vary in terms of compensation:

• Paid internships are the most attractive option for candidates. During a paid internship, interns receive a predetermined salary and often additional benefits, such as access to private healthcare. Paid internships provide valuable, practical experience that helps facilitate a smooth transition to full-time employment, benefiting both the intern and the organization. Offering paid internships increases the program’s attractiveness, helps employers reach a broader talent pool, and reduces recruitment and onboarding costs.
• Unpaid internships are most often organized by non-governmental organizations (NGOs) or cultural institutions. They can serve as a first step toward employment but carry the risk of limited accessibility for economically disadvantaged individuals. In many countries, the ability to offer unpaid internships is regulated by law to prevent potential exploitation by employers.

Why your company should consider launching an internship program?

A well-designed internship program, aligned with the organization's long-term goals, can bring significant benefits.

Helps build a talent pipeline

Interns are potential future employees. The company has the opportunity to assess their skills and level of engagement before making any hiring decisions.

Strengthens employer branding

Investing in employee development positively impacts how the company is perceived in the job market, especially among students and recent graduates.

Brings fresh perspectives to the team

Interns often contribute new ideas, innovative viewpoints, and up-to-date knowledge from their fields of study.

Supports operational activities

A well-prepared internship program can help relieve teams by taking on some current workload.

Reduces recruitment costs

Hiring an intern who is already familiar with the company and its organizational culture is more cost-effective than recruiting a new employee.

How to know when your company is ready for an internship program?

• An internship program is particularly effective for companies that are thinking long-term about building their teams. Implementing such a program is worth considering when the organization:
• is growing rapidly and needs fresh talent to support new projects or initiatives;
• is building a pipeline of future employees and wants to invest in developing skills from the ground up to increase retention;
• aims to strengthen its employer brand among students, graduates, and young professionals;
• is planning succession or talent development and seeking candidates to fill future junior, specialist, or managerial roles;
• wants to establish or deepen partnerships with universities and higher education institutions;
• needs operational support, but is also ready to invest time in developing and onboarding new team members;
• has a committed workforce that is willing and able to serve as supervisors and mentors for interns.

Best practices for running an effective internship program

To ensure an internship program delivers real value to both the organization and the interns, it's important to follow a few key principles:

• Before launching the program, clearly define the skills you want to develop in interns, the tasks they will be assigned, and the expectations for both participants and the organization.
• The internship program should have a structured schedule, a defined timeframe, clearly assigned tasks, and a designated supervisor or mentor responsible for supporting the interns.
• The recruitment process should be thoughtful and transparent, tailored to the candidates’ experience levels, and should clearly outline the responsibilities involved as well as the development opportunities available.
• The onboarding process should be carefully planned to introduce interns to the company, the team, and the organizational culture, helping them feel welcomed and informed from day one.
• Every intern should have consistent access to a supervisor who supports their development, provides regular feedback, and motivates them to stay engaged.
• Participants should be given tasks that genuinely develop their skills and provide meaningful professional experience, rather than being limited to purely administrative duties.
• Interns should receive regular, constructive feedback on their work, and the program should conclude with a joint review of the results achieved and recommendations for further professional development.
• To further boost intern engagement and increase the overall effectiveness of the program, it’s important to communicate clearly about potential opportunities for continued employment after the internship ends.

How to measure the success of an internship program?

One of the main indicators of an internship program’s effectiveness is the percentage of interns who are hired after completing their internships. A high employment rate shows that the program successfully prepares participants for roles within the organization and meets its staffing needs.

Another critical factor is the added value interns bring to the projects they support – for instance, by assessing the number of completed tasks, the quality of their work, and the suggestions they offer for improvements. Insights from internship supervisors and direct managers provide valuable perspectives in this evaluation.

Cost-efficiency is also a major aspect to consider. You can measure this by comparing the percentage of interns hired permanently to the total number of participants, or by evaluating the cost of hiring and onboarding an intern versus recruiting and onboarding a new employee through a traditional recruitment process.

When assessing an internship program, it’s essential to look beyond numbers. Soft factors such as intern engagement, skills development, and the strengthening of the employer brand are just as meaningful. Regularly gathering feedback from interns – through surveys and wrap-up conversations – can help you better understand their experiences, needs, and expectations.

Measuring the success of an internship program not only shows whether the initial goals were achieved, but also provides actionable insights for improving the quality and impact of future program cycles.

How to use an HR platform to manage your internship program?

A modern HR platform like PeopleForce makes it easier to organize and manage an internship program. With such a platform, you can:

• automate the recruitment process – from posting job openings and screening applications to communicating with candidates;
• create internship schedules and manage them efficiently;
• assign tasks, set goals, and monitor the development plans of each program participant;
• prepare dedicated onboarding paths, training sessions, and starter checklists for interns;
• track interns’ progress and measure their effectiveness;
• collect feedback through surveys;
• organize 1:1 meetings to review different stages of the collaboration;
• manage communications by sending reminders and updates;
• generate personalized, automated reports to analyze program outcomes.

Is an internship program always beneficial for an organization?

An internship program can be a valuable recruitment and employer branding tool – but only if it is carefully planned and properly implemented. It requires commitment from the HR team, the internship supervisors, and additional investments of both time and financial resources.

The decision to bring interns on board should be preceded by a thorough assessment of the organization’s available resources. Otherwise, there’s a risk that a poorly designed program could become a burden on the team and weaken the company's positive image. In extreme cases, it may even lead to increased costs, decreased efficiency, and lower employee morale.

Despite these potential challenges, when implemented effectively, internship programs continue to demonstrate their value across industries. A 2024 study by the National Association of Colleges and Employers (NACE) shows that 80% of employers plan to maintain or increase the number of interns they hire. On average, 53% of eligible participants receive a full-time job offer, confirming the role of internships as an effective pathway for attracting young talent.

This is why a thoughtfully planned internship program can provide an organization not only with operational support, but also with future leaders who will drive its long-term growth.