As with any type of hire, one of the first questions to consider is, “What is the purpose of this role?” Before jumping in and deciding to hire an intern, employers should consider why they think an intern is the right solution. Some employers choose to hire interns as a form of cheap or free labor, but internships can (and arguably should) be so much more.

Benefits

An internship program can help with developing a talent pipeline. An internship program gives students or other unexperienced workers a hands-on opportunity to learn about specific jobs and employers. The employer has the opportunity to train the interns in certain roles and introduce the interns to the organization’s culture. The intern and employer can use the time of the internship program to determine if they a good fit for each other.

If the fit is right, employers are able to onboard the interns into regular positions ready to hit the ground running. The workers will already be familiar with the organization’s culture and processes, as well as already have some of the skills needed to do the job.

“Cheap” Labor?

Interns, if paid, are often paid at a lower rate than regular employees. Part of the reason is that the interns, by nature, need more training, guidance, and supervision. Employers should not view interns as simply a source of cheap labor. Rather, the internship should be mutually beneficial where the employer pays a fair amount based on the work the intern performs, while factoring in the time spent training and developing the intern.

Generally, if an intern is paid, they should be treated as an employee. The intern would likely be entitled to statutory benefits (including medical insurance), based on how much they work.

“Free” Labor?

Unpaid internships are another option available to both interns and employers. However, employers should not treat unpaid interns as a free source of labor. A proper unpaid internship should primarily benefit the intern as an educational/training program.

Workers should be paid in accordance with state and federal wage and hour laws. To ensure your internship program qualifies to be unpaid, see our past article here.

School Credit

Some schools allow students to earn credit toward graduation or other programs through internships. Employers should consider working with local high schools and colleges for access to a pool of potential interns, as well as to ensure the internship program meets the school’s requirements.

Conclusion

Overall, internship programs can provide employers with recruitment opportunities, and cost-effective labor while providing interns with training, experience, and development. With all the benefits of offering internships, employers should also be aware of compliance issues, be prepared to provide adequate supervision and support, and manage expectations around future employment opportunities.

See also our resources on Internship and Volunteer Programs.