One Mistake That's Killing Your Internship Program (98% of Employers Do This)

You're pouring your heart and soul into creating an awesome internship program. You've got exciting projects lined up, mentorship opportunities planned, and a company culture with good vibes. But here's the brutal truth: it might all be a waste of time.

Why? Because 98% of employers are making a huge mistake that's sabotaging their internship programs before they even begin.

They do not have a structured recruitment and selection process.

Think about it: you can have the best internship program in the world, but if you're not attracting and selecting the right candidates, your entire program will fall flat. 

Consequences of Poor Recruitment and Selection Process

What happens when you don't have a structured recruitment and selection process?

• You’ll miss out on top talent. The best students are in high demand. If your process is clunky or unappealing, they’ll go elsewhere.

• You'll get tons of applications, but they are not qualified or genuinely interested in your company or the role.

• You might accidentally hire the wrong interns. You’ll waste time, money, and effort—and it can even hurt your team's productivity.

• You'll be left scrambling to fill positions at the last minute, potentially lowering your standards or delaying your program start date.

6 Key Strategies to Recruit and Select the Right Interns

1. Define Your Ideal Interns

Before you post anything or reach out to anyone, get crystal clear on your project scope and what you're looking for in an intern. This is like deciding on your restaurant's concept and target audience – it sets the foundation for everything else.

• Skills and experience: What technical skills, soft skills and software knowledge are essential for this role?

• Personality and work ethic: What kind of personality and work style would thrive in your company culture? Are you looking for someone who is independent, collaborative, highly organised, or eager to take initiative?

  
  

2. Find Your Ideal Interns

Before you even think about posting an internship description everywhere, figure out where your ideal candidates hang out. It's like choosing the right fishing spot—you want to cast your net where the best fish are.

• Think like your ideal intern: Where do they hang out online? What job boards are they browsing? What social media platforms do they use?

• Connect with universities: Partner with career centers, attend career fairs (virtual or in-person), and explore opportunities to connect with students. 

• Pro Tip: Platforms like Kabel make it easy to connect with pre-qualified students actively seeking internships that align with their skills and interests.

  
  

3. Craft an Exciting Internship Description

Your internship description is your first impression—think of it like a movie trailer: it needs to be exciting, engaging, and leave potential interns wanting more.

• Highlight the benefits and learning opportunities: Don't just list tasks—show them what's in it for them. What skills will they learn? What projects will they work on? How will this internship help them advance their careers?

• Showcase your company culture: Let your personality shine through! Are you fast-paced and innovative? Collaborative and supportive? Make it clear why your company is a great place to intern.

  
  

4. Make Applying Easy

Remember, students have options and they really hate if you don’t have a digital seamless process! Make applying for your internship as simple and straightforward as possible.

• Mobile-friendly is a must: Can students easily apply from their phones?

• Keep It short and sweet: Nobody wants to spend an hour filling out a lengthy application form. Ask only important questions.

• Embrace alternative formats: Can you accept portfolios or websites instead of traditional resumes?

  
  

5. Communicate Clearly and Promptly

Keep potential candidates informed throughout the entire process—from application to interview to final decision. Treat potential interns the way you'd want to be treated, with respect, transparency, and responsiveness.

• Acknowledge applications: A simple "We've received your application" email can go a long way in showing candidates that you value their time and interest.

• Set clear expectations: Let candidates know what the hiring process looks like and when they can expect to hear back.

• Don't leave candidates hanging: Even if someone isn't selected, send a polite rejection email.

6. Track Your Success & Learn From Your Mistakes

What's working? What's not? Don't just set your internship program on autopilot—use data to track your progress and continually refine your approach.

• Analyse your recruitment channels: Where are your best candidates coming from? Which one is the fastest and most user-friendly? 

• Experiment with different approaches: Try new job platforms, social media platforms, or even creative recruiting strategies.

• Don't be afraid to make changes: If something isn't working, try something different!

Final Thoughts on Crafting a Recruitment Strategy

Imagine pouring time and resources into your internship program, only to end up with a team of unmotivated interns who don't contribute much. It's a worst-case scenario, right?

Don't let that happen. It’s time to build a better recruitment and selection process—it's the foundation of a successful internship program.

Take our quick quiz to find out if your internship program is ready, and get personalised and actionable tips.

Ready to attract interns who are passionate and ready to contribute? 

Kabel makes finding the right interns easier and faster than ever.