The Ultimate Guide to Creating an Internship Program for Growth Companies (From Scratch)
You're a growth company. You're hustling, you're innovating, you're trying to take over the industry. And you know that having the right people is crucial to your success.
But let’s be real - finding great talent is tough, especially when you're competing with those big companies with their fancy recruiting budgets and perks (It's like trying to win a race with a bicycle against a Ferrari. Not exactly fair, right?)
Here's something that most startups and SMEs overlook: Internships.
Attract Talent Before They Even Graduate
Think about it: Students are hungry for experience. They're eager to learn, prove themselves, and explore different companies before they graduate. They're open to trying new things and taking risks (and they probably care less about fancy office perks).
But once they graduate? They often aim for those big-name companies, making it even tougher for smaller businesses to compete.
That's where a strong internship program comes in. It's your chance to:
Discover your future A-team: Find talented students before they're on everyone else's radar.
Shape them into the employees you need: Train them your way, instil your company culture, and set them up for success within your organisation.
Also, companies with good internship programs have a much higher chance of converting interns into full-time employees. Why? Because you've already invested in their training, they get your company vibe, and you know they're a good fit. It's a win-win.
Startups & SMEs: This Internship Program Guide Is Made for You
Don't worry, you don't need a fancy HR department or a lot of resources to build a great internship program.
This guide is for YOU—the busy entrepreneur, the startup founder, the SME owner who's ready to grow your team.
We'll walk you through the entire process, step by step, with clear, actionable advice you can use right away.
Ready to get started? Let's do this!
1. Setting the Basics: Get Clear on Your Goals & Resources
Let's kick things off by figuring out what you want to achieve and what you've got to work with.
Define Your Goals
What skills are you missing? Think about the areas where your company needs an extra hand or a fresh perspective. Need help with social media? Website design? Customer support?
How can interns help you grow? Could they tackle projects in marketing, sales, product development, or customer service?
What's the big-picture goal of your program? Are you looking to build a pipeline of future talent, get help with specific projects, or boost your company's innovation?
Assess Your Resources
Budget: How much can you realistically afford to allocate to the program? This includes allowances or hourly wages, training materials, and any other expenses.
Time commitment: Who will be responsible for mentoring and supervising interns? How much time can they realistically dedicate to this role?
Workspace: Do you have physical or virtual space for interns to work?
Not sure if you're ready to launch an internship program? Take this FREE "Internship Program Readiness Quiz" to find out and get actionable advice.
2. Designing Your Internship Program: Structure, Pay and Training
Now, let's create the framework for your internship program to attract top talent and set your interns up for success.
Program Structure
Duration: How long will the internship last? (3 months? 6 months? A year?) This will depend on your needs and the scope of the projects you'll assign.
Work schedule: Will it be full-time, part-time, or flexible hours? (Gen Z loves flexibility!)
Location: Will interns work on-site, remotely, or a hybrid of both?
Allowance and Benefits
Even with a limited budget, offer something to show you value your interns' time and effort.
Pay or allowance: Research local standards to ensure you're offering a fair wage.
Performance bonuses: Want to motivate them? Consider bonuses for exceeding expectations.
Learning & growth: Offer training opportunities, workshops, or even access to online courses.
Company perks: Think free snacks, team lunches, or even discounts on your products or services.
Training Program
Don't just throw interns into the deep end and hope for the best! Develop a comprehensive training program that covers both hard and soft skills.
Hard skills training
Technical skills: Teach them the specific skills they need for their roles, like coding, design, marketing, or finance.
Soft skills training
Communication: How to write effective emails, give presentations, and communicate clearly with colleagues and clients.
Time management: How to prioritize tasks, manage their time effectively, and meet deadlines.
Problem-solving: How to identify problems, analyze situations, and come up with solutions.
Teamwork: How to collaborate effectively with others, communicate respectfully, and contribute to a team's success.
Professional etiquette: How to dress appropriately, interact with colleagues and clients, and navigate workplace dynamics.
Mentorship and Supervision
Interns need guidance and support to succeed. Here's how to set that up:
Assign a mentor & supervisor: Give each intern a direct supervisor for day-to-day tasks and a mentor for career advice and overall support.
Train your mentors & supervisors: Make sure they know how to effectively coach, guide, and provide feedback to interns.
Schedule regular check-ins: Encourage regular meetings between interns, mentors, and supervisors to discuss progress, challenges, and goals.
3. Recruitment & Selection: Finding the Right Fit
Ready to find some awesome interns? Let's dive into creating a streamlined recruitment process that'll help you attract and select the best candidates for your company.
Craft Compelling Internship Descriptions
Your internship description is your first impression. Make it count!
Company overview & culture: Give interns a glimpse into your company's mission, values, and work environment.
Specific responsibilities & projects: Clearly outline what interns will be doing and what projects they'll be involved in.
Required & preferred skills: Be specific about the skills you're looking for (both technical and soft skills).
Learning opportunities & growth potential: Highlight the learning and development opportunities you offer.
Application process & deadlines: Make it clear how to apply and when the deadline is.
Where to Find Interns
Now that you've got an attractive internship job description, it's time to get it in front of the right talent! Here are a few common ways to recruit interns:
Universities & career fairs: Building relationship with universities and attending career fairs can give you direct access to a pool of eager students. (can be time-consuming and expensive for smaller companies with limited resources)
Online job boards: Post on online job boards and prepare time for screening and evaluation of resumes.
Social media: Promote your internship on LinkedIn, Instagram, and even TikTok (if it fits for your company).
Employee referrals: Encourage your current employees to spread the word!
Kabel, a AI job-matching platform that connect companies with interns and fresh graduates. Our AI algorithm matches you with candidates who align with your company culture and the specific skills you need.
Conduct Effective Interviews and Evaluations
Resume screening: Look for relevant skills, projects, part-time work and extracurricular activities.
Initial screening: Conduct brief phone or video interviews to assess communication skills and enthusiasm.
In-depth interviews: Prepare a mix of behavioural and situational questions to get a better understanding of their problem-solving skills and experience.
Skills assessment: Use small projects or tests to gauge their technical abilities.
Cultural fit evaluation: Involve team members to assess whether the candidate would be a good fit for your company culture.
4. Onboarding and Integration: Make Them Feel Welcome
You've found your perfect interns – great job! Now, let's make sure their first days (and beyond) are memorable.
First-Day Orientation
Welcome presentation: Give a presentation about your company, your mission, your values, and your culture.
Team introductions: Introduce them to team members and key personnel they'll be working with.
Office tour (or virtual workspace orientation): Show them around the physical or virtual workspace and make sure they know how to access everything they need.
Review policies & procedures: Go over the intern handbook and make sure they understand important policies.
Set up accounts and tools: Make sure they have access to the software, systems, and tools they'll be using.
Project Management
Assign a mix of tasks: Give interns a mix of short-term tasks and longer-term projects to keep them engaged and challenged.
Use project management tools: Use tools like Trello or Asana (or even Google Sheets) to track progress, collaborate with team members, and ensure projects stay on track.
Encourage collaboration: Integrate interns into existing teams and encourage them to work alongside full-time employees.
Provide regular feedback & guidance: Don't leave them to figure things out on their own. Offer regular feedback, answer their questions, and provide support.
5. Evaluation and Growth: Help Your Interns Thrive
Let's wrap things up by focusing on how to provide valuable feedback and support your interns' professional development throughout their time with you.
Performance Evaluation
Set clear performance metrics: Define what success looks like for the internship, aligned with the program's overall goals.
Conduct mid-term and final evaluations: Provide feedback on their progress, highlight their strengths, and identify areas for improvement.
Encourage self-assessment: Ask interns to reflect on their own performance and identify areas where they feel they've grown.
Provide constructive feedback: Focus on their development and offer suggestions for improvement.
Career Development
Offer opportunities for growth: Encourage interns to attend industry events, webinars, or conferences.
Showcase their work: Create opportunities for them to present their projects to the team or even to senior management.
Help them build their network: Introduce them to people in your professional network and encourage them to build connections.
Discuss potential full-time opportunities: If they're a great fit, let them know you're interested in hiring them after graduation!
Start Creating Your Internship Program Today
Building a great internship program doesn’t happen overnight. It takes planning, effort, and a genuine desire to invest in the next generation of talent. But trust me, it's worth it.
So, ask yourself:
Are you ready to build a company that attracts the best and brightest, the kind of place where young talent are excited to learn and grow?
If the answer is YES, then take that first step.
➡️ Take our FREE "Internship Program Readiness Quiz" to see where you stand and get actionable advice to launch your internship program!
➡️ And when you're ready to find those amazing interns, check out Kabel! Our AI-powered platform connects you with the right candidates for your company and makes the hiring process a breeze.
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