How Do I Get an Intern? A Comprehensive Guide for Small Business Owners

Thinking about bringing an intern into your small business? Smart move. Interns provide fresh perspectives and much-needed support. But what exactly is an intern, and why should you care?

An intern is typically a student or recent graduate who works temporarily in your business to gain practical experience. Internships can be paid, unpaid, or for academic credit. They usually last anywhere from a few months to a year. The idea is to offer them real-world experience while they help you tackle tasks that might be piling up.

Examples of common internship roles

• Marketing intern: Helps with social media campaigns, content creation, and market research.
• HR intern: Assists with recruitment processes, onboarding, and employee engagement activities.
• Engineering intern: Supports project development, testing, and documentation.
• Graphic Design intern: Works on design projects, branding materials, and visual content.

Benefits of hiring interns

You might be wondering if hiring an intern is worth the effort. Spoiler: it is. Interns can bring a lot to the table, and not just in terms of extra hands on deck.

Fresh perspectives and new ideas

Interns often bring a fresh set of eyes to your business. They can offer new ideas and innovative solutions that you might not have considered. Plus, they are usually up-to-date with the latest trends and technologies.

Cost-effective labor

Let’s face it, hiring full-time employees can be expensive. Interns are a more affordable option, especially for small businesses with tight budgets. They can handle tasks that free up your time and your team’s time, allowing everyone to focus on more strategic activities.

Talent pipeline

Think of interns as potential future employees. By training them now, you can assess their fit within your company. If they excel, you have a ready-made candidate for full-time positions later on. This not only saves you recruitment costs but also ensures you have someone who already knows the ropes.

Increased productivity

More hands mean more work gets done. Interns can take on projects that have been sitting on the back burner, helping to boost overall productivity. Whether it’s organizing files, conducting research, or managing social media, their contributions can make a big difference.

How to attract the right interns

Attracting the right interns starts with defining what you need and crafting a compelling offer. Small businesses often worry about finding the right fit, but with a clear strategy, you can attract top talent.

Define clear roles and responsibilities

Start by listing specific tasks and projects that the intern will be responsible for. This not only helps you identify the skills you need but also gives potential interns a clear understanding of what to expect. For example, if you’re hiring a marketing intern, outline tasks like creating social media content, analyzing engagement metrics, and assisting with email campaigns.

Craft compelling job descriptions

Your job description is your first impression, so make it count. Highlight the learning opportunities and any perks that come with the internship. Mention any unique aspects of your business that make it an exciting place to work. For instance, if you run a local café, talk about the vibrant community and the chance to work on creative marketing campaigns.

• Include the following in your job description:
  • Specific tasks and responsibilities
  • Required skills and qualifications
  • Learning opportunities and potential career growth
  • Any perks or benefits (e.g., flexible hours, employee discounts)

Where to find interns

Finding the right interns can feel like searching for a needle in a haystack, but there are plenty of resources out there to help you connect with eager candidates.

College career centers

Partnering with local universities and colleges can be a goldmine for finding interns. Career centers often have dedicated staff to help match students with internship opportunities. Reach out to them and provide details about your internship program. They can promote your listing to students who are actively seeking internships.

Online internship platforms

Websites like LinkedIn, InternMatch, and Indeed are fantastic for posting internship opportunities. These platforms have a broad reach and are frequented by students and recent graduates looking for internships. Make sure your job posting is detailed and engaging to attract the right candidates.

Job fairs and networking events

Attending local career fairs and industry events can also help you find interns. These events are great for meeting potential candidates face-to-face and giving them a sense of your company culture. Bring some marketing materials and be ready to talk about what makes your business a great place to intern.

• Places to consider:
  • Local university career fairs
  • Industry-specific networking events
  • Community job fairs

By leveraging these resources, you can cast a wide net and find the perfect intern to help your business thrive.

How to recruit interns effectively

Recruiting the right intern can feel like a daunting task, especially when you’re already juggling a million other responsibilities. But with a structured approach, you can streamline the process and find the perfect fit for your team.

Step 1: Create a structured hiring process

First things first, develop a clear timeline for your recruitment process. This helps you stay organized and ensures you don’t miss any critical steps.

• Set a timeline: Decide on the start and end dates for accepting applications, schedule interview rounds, and set a final decision date.
• Prepare interview questions: Tailor your questions to assess both skills and cultural fit. For example, ask about their previous experiences, problem-solving abilities, and why they are interested in your business.

Step 2: Use multiple channels for job postings

Don’t limit yourself to one platform. Use a variety of channels to reach a diverse pool of candidates.

• Job boards and social media: Post your internship on popular job boards like Indeed, LinkedIn, and specialized internship platforms like InternMatch. Share the opportunity on your social media channels to reach a broader audience.
• Company website: Create a dedicated careers page on your website. Homebase’s Hiring & Onboarding feature can help you manage job postings and track applicants efficiently.

Step 3: Conduct thorough interviews

Interviews are your chance to get to know the candidates beyond their resumes. Focus on cultural fit and potential, not just skills.

• Behavioral questions: Ask questions that reveal how candidates handle real-world situations. For example, “Can you describe a time when you had to manage multiple tasks simultaneously?”
• Cultural fit: Assess whether the candidate aligns with your company’s values and culture. For instance, if teamwork is crucial in your business, ask about their experiences working in teams.

By following these steps, you can create a streamlined and effective recruitment process that helps you find the right intern for your business.

Legal and compliance considerations

Hiring interns comes with its own set of legal and compliance challenges. It’s crucial to understand labor laws to avoid any legal pitfalls.

Paid vs. unpaid internships

One of the biggest decisions you’ll face is whether to offer paid or unpaid internships. The Fair Labor Standards Act (FLSA) sets strict criteria for unpaid internships.

• Criteria for unpaid internships:
  • The internship must provide educational benefits.
  • The intern should not displace regular employees.
  • The employer should not derive immediate advantage from the intern’s activities.

If your internship doesn’t meet these criteria, you must pay your interns at least the minimum wage.

Documentation and contracts

Formal agreements are essential to protect both you and the intern.

• Offer letters: Clearly outline the terms of the internship, including duration, pay (if applicable), and job responsibilities.
• Non-disclosure agreements (NDAs): If interns will have access to sensitive information, consider having them sign an NDA.

Homebase’s HR & Compliance tools can help you manage these documents and ensure you stay compliant with labor laws.

Student-learner internship program

If you are looking to hire high school students over the age of 16 (or over 18 for hazardous jobs) for a work/learning experience, you can utilize a student-learner internship program.

These programs are often coordinated through high schools and trade associations and often allow a business to pay the student worker 75% of the state minimum wage for part-time work. Reach out to your local high school, community college, or trade school to find a program that works best for your business. The organization will likely provide guidance on how to align your program with the student’s curriculum needs.

To qualify for a student-learner internship program, your business must be registered through the US DOL. Additionally, the student must attend an accredited school.

You’ll need to apply for an authorizing certificate from the US DOL. To do so, complete form WH-205 and have it signed by the appropriate school official, as well as the student learner. Do this for every participating student, and then send them to the address below:

U.S. Department of Labor   Wage and Hour Division   Attn: National Certification Team   230 S Dearborn St   Room 530   Chicago, IL 60604-1757

Note: there are also child labor laws you’ll need to adhere to if you are hiring students under the age of 18. Take a look at our guide to legally hiring minors to learn more.

College credit internships

Like student-learner internship programs, interns for college credit—whether paid or unpaid—are often organized through educational institutions. Partner with your local college or university to locate interns in need of credit.

The institution will likely walk you through what a solid internship strategy should look like in order to fit the guidelines and help you find students who would benefit from your program.

The school may require you to submit written agreements between you and the intern, as well as a progress report on how the student is performing at certain intervals. Be sure to keep up with these requirements or you could risk losing your reputation as a reliable intern host.

How to onboard and train interns

Onboarding and training are crucial for setting your interns up for success. A well-structured onboarding process can make all the difference.

Create a comprehensive onboarding plan

Start with a detailed onboarding plan that covers everything from company orientation to role-specific training.

• Company orientation: Introduce them to your company’s mission, values, and culture. This helps them feel part of the team from day one.
• Role-specific training: Provide training tailored to their role. For example, if you’re hiring a marketing intern, include sessions on your marketing tools and strategies.

Assign mentors and provide regular feedback

Mentorship and feedback are key to a successful internship.

• Assign mentors: Pair each intern with a mentor who can guide them through their tasks and help them navigate the company culture.
• Regular check-ins: Schedule regular feedback sessions to discuss their progress, address any challenges, and set new goals.

By investing time in onboarding and training, you ensure that your interns are productive and engaged from the start.

How to manage and evaluate interns

Managing interns effectively requires setting clear expectations and providing meaningful work. It’s about making sure they contribute to your business while also gaining valuable experience.

Set clear goals and expectations

From the get-go, define what success looks like for your interns.

• Performance metrics: Establish specific, measurable goals. For example, if you have a sales intern, set targets for the number of leads generated.
• Regular check-ins: Hold weekly or bi-weekly meetings to review progress and adjust goals as needed.

Provide meaningful work

Avoid assigning your interns menial tasks that don’t add value to their learning experience or your business.

• Project-based tasks: Give them ownership of projects that have a real impact. For example, let them lead a social media campaign or conduct market research.
• Skill development: Ensure the tasks help them develop skills relevant to their career goals.

Conduct end-of-internship evaluations

Evaluations are crucial for providing constructive feedback and assessing the intern’s fit for future roles.

• Formal review process: Use a standardized evaluation form to assess their performance, strengths, and areas for improvement.
• Future opportunities: Discuss potential career paths within your company and whether there are opportunities for full-time roles.

By managing and evaluating your interns effectively, you ensure a mutually beneficial experience that sets the stage for future success.

Is hiring an intern worth it?

You might still be on the fence about whether hiring an intern is worth the effort. Let’s break it down.

Hiring an intern can be incredibly rewarding, offering a fresh perspective and additional support for your team. The return on investment can be significant, especially if you find a talented intern who fits well with your company culture and eventually transitions into a full-time role.

However, it’s essential to balance the benefits against the time and resources required for training and mentoring. Using tools like Homebase’s Scheduling and Payroll features can make the process smoother, allowing you to focus on what truly matters—growing your business and nurturing new talent.

Despite what you might think, hiring interns isn’t reserved exclusively for large corporations. In fact, small business internship programs can provide many benefits and are quite common.

An internship program, whether built for high school or college students, can be a great way to get temporary assistance during peak times in your industry. It can also give you the chance to relay the knowledge and skills you and your team have acquired.

You don’t need a vast set of resources to run a worthwhile program. It’s easy to adapt their model to fit your business. And it can result in the implementation of a strategy that benefits both your business and your community.

First, know the laws and regulations

Hiring interns begins with learning federal, state, and local laws. The average internship pay in the United States is $13.96 per hour. However, the Fair Labor Standards Act only requires you to pay them minimum wage—and in some cases allows you to establish an unpaid internship program.

Unpaid internship rules

The circumstances that allow for unpaid interns are laid out in the US Department of Labor (DOL) “primary beneficiary test.” The test requires you to provide training similar to what the intern would receive in an actual educational environment like a classroom or lab.

The test also prohibits you from replacing an actual employee with an unpaid intern and requires that the program primarily benefits the intern. In order to qualify, you must meet seven requirements:

1. The intern and employer must clearly understand that there is no expectation of compensation. Any expressed or implied promise of compensation suggests that the intern is an employee.
2. The internship must provide training similar to that of an actual educational environment, including clinical and hands-on training provided by a learning institution.
3. The internship program needs to be tied in the intern’s formal education program through integrated coursework or academic credit.
4. The program must accommodate the intern’s academic commitments by corresponding to the academic calendar.
5. The business needs to limit the program duration to the period in which the internship provides beneficial learning.
6. The intern’s work must complement, rather than displace, the work of paid employees while providing significant educational benefits to the intern.
7. The intern and employer understand that the program is conducted without entitlement to a paid job at the end of the internship.

Paying interns

If your internship program doesn’t meet the qualifications to be classified as unpaid, the same federal laws that dictate how you pay other employees apply to your interns. When you hire interns you must pay them at least the federal or state minimum wage, whichever is higher. If they reach overtime, they must be compensated at the appropriate rate for the extra hours.

However, if you run a student-learner internship program you may be able to pay a subminimum wage. We’ll get into that below. Check your state and local laws to better understand what rules are in place in your area in terms of paying employees.

Create a meaningful internship program

Before you start your recruitment process, define what your intern’s role will be in your business. When doing so it’s important to remember the purpose of an internship: a chance to perform meaningful work that will prepare the student for their future career—not a cheap way to catch up on filing that paperwork taking over your desk.

Your program should focus on a skilled trade necessary for your industry. Activities can range from learning the behind-the-scenes office work to better understanding what it takes to smoothly run a retail shop, restaurant, manufacturing workshop, or whatever type of business you operate.

However you decide to define your intern’s job, build an outline of the projects you want them to tackle, what you want them to learn, and how you plan on teaching them.

Work a few hours a week into your schedule to provide guidance, but there’s no need to stress about how much time you are putting in as a business owner. Even just spending an hour a day mentoring your intern can help get them on the right track to gaining valuable experience.

Additionally, identify a quality team member to act as a leader for your interns and can be there to answer questions or assign tasks when you are not.

Handle the details of hiring interns

Once you lay out a plan and define the role, it’s time to find your intern and hire them. The first step is to write a quality job description. Include the required duties, what type of training they will receive, and what their work schedule will look like.

You’ll also need to specify what department they will be focusing on and what kind of experience they can expect to gain. For example, let’s say your business specializes in creating custom furniture.

You would let the potential intern know that you would primarily mentor them on how to safely and effectively perform the skill, while also learning the ins and outs of keeping a workshop in good shape and customers happy.

If you need help, Homebase can provide you with pre-written job descriptions that you can tailor to fit your needs.

Next, identify the appropriate institutions you need to reach out to in order to establish your program, as mentioned above. You can also find interns online through the top job boards. Homebase can also help with this. We’ll post your optimized job description to the best sites like Indeed, ZipRecruiter, Craigslist, and more.

Hiring interns at your small business can be mutually beneficial for all parties involved. You’re helping students prepare for their future. And they are providing assistance to your team members as they work their way through the mentoring process.

As long as you create an honest program that you conduct with respect to all participants, you’ll reap the rewards of a fulfilling opportunity.

And if you need help with the process, get started with Homebase Hiring. We’ll post your job description on the leading sites and help you find the perfect candidate. We’ll even streamline the onboarding process by sending your new hires a digital packet!