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Develop an Internship Program

Optimize your future talent pipeline by investing early in emerging talent.

Internships (including co-op placements) are on the rise. Companies that face a shortage of skilled labor with key competencies use internships to build their employer brand and strengthen talent pipelines to high-value candidates. Meanwhile, prospective employees facing a difficult labor market covet internships as the means to gain work experience in a new field or industry.

Executive Summary

Critical Insight

A well-thought-through, structured internship program expands the talent pipeline and supports organizational goals through meaningful work that benefits both interns (and co-ops) and the organization.

Impact & Result

  • Get the project done quickly and carefully by focusing on goals and outcomes. Internship programs fail when organizations are not clear about the goals of the program or its learning outcomes and when they fail to mentor and supervise interns effectively.
  • A successful program does not need to be time-consuming so long as key elements are in place. Internships that work have a clearly defined work plan, a diligent recruiting process, and an effective framework for intern supervision and mentoring.

Research & Tools

1. Define the internship program structure

Decide whether the program is right for your organization.

2. Plan for internship recruitment

Build an internship work plan that identifies projects and responsibilities, learning outcomes, and work-relevant candidate skills.

3. Design approach for intern integration

Recruit and onboard interns that work for your organization.

4. Prepare to implement the program

Put in place an effective management process.

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