How To Get College Interns For Your Business? Tips & Strategies

Learn effective tips and strategies on how to get college interns for your business, ensuring you attract and recruit top talent.

Hiring interns from college can be a goldmine for your business, regardless of the types of business models for startups you employ. 

They come with fresh perspective and enthusiasm, plus a willingness to learn that really adds value. 

But let’s get real: finding the right interns is often one of those not-so-easy things. 

If you’re one of those people who feel overwhelmed with where to get started or how to make your opportunities attractive, you’ve come to the right place. 

With that in mind, let’s dive into some specific, actionable guidance that will help in effectively recruiting talented college interns.

Why Interns Can Be Your Secret Weapon?

I had big dreams and somewhat limited resources when starting my own business. 

That was the moment the idea of bringing in interns came into my head. 

Understandably, naturally, the first thought crossing my head was skeptically doubting the whole thing. 

Would they take it seriously? 

Could I provide them enough value in return? 

Fast track a few years, and I can confidently say it is one of the best decisions I made. 

They helped me do more, but interns brought that energy and creativity into my business that moved it forward in sometimes totally unexpected ways.

If you are a first-time hiring person looking to take on interns or just want to iron out your process, this guide will walk you through everything you need to know.

1. Liaise with Universities and Colleges

The colleges are the goldmine when it comes to finding college interns. Well, posting of an opening does not necessarily mean best services are coming your way; you should build relationships with the right people and departments.

Leverage Career Services

Each college has a career service center and this is just what their business is. Call them directly. Ask about how their internship programs work and what the criteria is for participating. The majority of schools will let you post your listings on their job boards free or for a nominal charge.

Pro Tip: Attend university-hosted career fairs. They’re a great opportunity to meet students in person and showcase your businesses.

Work with Specific Departments

Consider what kind of skills and qualifications your ideal intern would bring to a project. Then, contact specific departments or professors to help get out the word. Example:

• Want a marketing intern? Call the business school or the communication department.
• Want a techno wizard? Work with faculties of Computer Science or Engineering.

You also get to target departments, which means you get to reach students who, though interested in your field, lack some foundational knowledge.

Capstone Projects

Some schools require their students to complete a capstone project before graduating. Provide internships with opportunities to double as capstones. It’s truly the best of both worlds—they check a box for them and drive business value to goals.

2. Offer Stand-Out Opportunities

Let’s get it: students have choices. In order to lure the best talent, your internships need to be irresistible.

Skill Development

Think outside the busy work: INSTEAD of assigning busy work to your interns, create titles in which they can develop actual marketable skills. For example, if they’re joining some part of your marketing team, have them own and drive a small campaign from beginning to close.

Sarah was one of the first interns that ever joined forces with me in creating content. For the first time, I let her freelance and design a mini social media campaign. She nailed it, adding her creative spin to attract new followers. She left with some real results to show for her portfolio, and I got a fresh look at my brand.

Flexible Formats

Each student cannot afford to invest all their time in an internship. Offer alternatives like:

• Mini-internships: Smaller projects of 4–6 weeks duration.
• Hybrid Role: When designing these roles, one can take into consideration any two areas of focus that one may think relevant, such as “Marketing and Data Analytics,” which will help target students with diverse interests.

These formats are attractive to students who have to juggle school, a part-time job, or extra-curriculars.

3. Make use of Creative Recruitment Channels

Gone are the days of relying on job boards. The new meaning of standing out means meeting the students where they already are.

Online Platforms

Following are a few job platforms created to connect a business with college talent: Handshake, LinkedIn, and WayUp. Each of these options has ways to filter candidates for their skills, location, or interests rather easily.

Social Media

Your online presence counts, so showcase your company culture via Instagram, TikTok, or even YouTube. Share “day in the life” videos of your team members, testimonials from past interns, or even behind-the-scenes content. Students are much more likely to want to work for companies that will inspire them.

For example, a small tech start-up I know did a series on TikTok where their CEO was working with interns on a really fun app project. They went viral and received hundreds of applicants.

4. Collaborate with External Organizations

You don’t have to go it alone. External organizations and community partners can expand your reach.

Non-Profit Partnerships

Partner with local nonprofits or vendor-specific organizations. For instance, if you represent environmental sustainability, get in touch with any eco-focused student groups or nonprofit programs. They will also often promote your opportunities within their networks.

Host Events for the Community

Organize workcomings, mixers, or open houses with your agency and allow your students to come to meet your team. This does not only bring in good applications for internships but also sells your brand as an employer of choice.

5. Focus on Mentorship and Value Creation

Interns are not cheap labour; they are the future of the profession. If you want them to contribute on a high level, then you will have to invest in their growth.

Mentoring Programs

The interns should be assigned a mentor within your team so that they know whom to get in touch with in case of any questions, standards at work, or advice of any form. Moreover, it will help them get into the culture of your company.

Meaningful Projects

Give them actual projects in which they are involved. For example, supposing you are going to launch a new product, involve them in brainstorming ideas or allow them to do market research. Give them ownership and watch the engagement go up; this will ensure the interns feel that they have accomplished something when they leave your workplace.

I once hired a graphic design intern by the name of James during summer. Other than giving him the drabbery of odd jobs, I gave him the responsibility to redo our e-newsletter. His fresher eye and hipper design style pushed our open rates 15% higher. He leaves the door with a portfolio-worthy piece, and I was left with a much more professional looking newsletter.

6. Design Your Internship Program for Success

It’s not good enough just to bring interns on board; you need to set them and yourself up for success.

Clear Expectations

Clearly state from day one what an intern can expect, and what you expect in return. Outline:

• Daily responsibilities.
• Learning goals.
• Performance rating requirements.

Legal and Financial Considerations

Determine if you want paid or unpaid interns. Most are unpaid, but will you be meeting the requirements of the Fair Labor Standards Act? Doing paid internships can attract a number of applicants, and honestly motivates them more.

Feedback Loops

Schedule regular check-ins in which you provide constructive feedback. Ask for their input, too—it’s a good way to learn what’s working and where you can improve.

Key Takings

• Bringing college interns into your business is an investment, but the payoff is unquestionable. 
• You get fresh sets of eyes and committed team members, plus the opportunity to help shape the development of the next generation of talent. 
• Trust me, hiring interns transformed my business. 
• What for me was a necessity of needing more hands on deck turned into some form of mutual learning. 
• The interns made me reflect upon many things in different ways, while conversely it was the chance for me to give them a career stepping-stone.

Additional Resources:

Here are some high authority resources for hiring and managing interns:

1. Tips for Hiring Interns for Your Small Business: This article provides a comprehensive guide on planning and executing an effective internship program. 
2. How to Hire Interns: 7 Steps: A step-by-step guide on recruiting and hiring interns, including leveraging social media and training. 
3. Everything You Need to Know About Hiring Interns for your Small Business: This resource covers the essentials of setting up an internship program tailored to your business needs. 
4. How Do I Hire Interns Legally: A guide to understanding the legal requirements when hiring interns, whether paid or unpaid. 
5. 14 Tips for Managing Interns: Offers practical advice on managing interns effectively to ensure a successful internship experience.