Internships can be one of the most powerful ways to build your future talent pipeline. Done well, they give businesses access to fresh ideas, extra support, and the chance to identify potential long-term hires early. But without the right structure, internships can become ad-hoc or one-sided — and both the company and the intern miss out.

Here are 5 practical tips to make your internship program work for everyone 👇

When you advertise for an internship, you’ll likely receive an overwhelming number of applications. You need to have a structured selection process in place, including a short test and clear criteria (e.g. availability, location, area of study) to quickly filter candidates.

Make sure you know your main criteria, similar to how you would for hiring experienced specialists. Have a look at my practical checklist to help you define your criteria and structure your interview process.

The key difference between hiring professionals and interns is that most interns are shy and inexperienced in interviews. Focus your evaluation on knowledge, ability to learn, and teamwork, rather than who seems the most confident.

Create a supportive interview environment that helps them open up. Start by creating a positive atmosphere — tell them about the company, what opportunities exist, and reassure them that it’s a friendly conversation, not a test.

This approach helps interns relax, so you can see their real potential and hire based on curiosity and learning attitude rather than confidence alone.

A common question is how long an internship should run. From experience, four months is the sweet spot. It gives you enough time to evaluate fit (usually clear within two to three months) and gives interns time to consider a job offer and adjust their study schedules for full-time or three-to-four-day workweeks.

If your interns are strong performers and attracting attention from other companies, making an offer earlier can help secure their commitment and keep them growing with you.

Setting expectations is critical — for interns, it’s just as important as for any other role. Interns are here to work and learn, so treat them as junior employees. Be clear about expectations, ethics, and workplace behaviour from the start.

Clarity helps them feel part of the team, not just someone “doing an internship.”

Because many interns have limited professional experience, you may need to explain basics that seem obvious — like being on time for meetings, regular working hours, or closing the office if they’re the last to leave. Share feedback and observations along the way — this helps reinforce expectations, work habits, and confidence.

Interns need guidance, but expecting one person to handle everything can be overwhelming. Assign each intern a few buddies in addition to their manager. This spreads out questions, ensures consistent support, and helps interns feel comfortable asking for help.

Shy interns especially benefit from having several go-to people checking in with them, as they may take longer to build trust and confidence.

✅ Done right, an internship program is more than short-term help — it’s a pipeline for future talent who already understand your culture and can grow with your company.