From young adults to college graduates and established professionals, internships have become a common way for people to gain new skills and work experience. However, interns aren’t the only beneficiaries of these programs, as internships give companies access to promising new talent.
Extending an employment offer to an intern can be a great strategy for bringing in a new, fresh perspective, but a full-time position alone may not be enough to persuade interns to stay on. To help, 19 Forbes Business Council members offer tips on how businesses can effectively entice interns to stay with the company long term.
1. Create A Warm, Welcoming Environment
Culture is the ultimate retention tool. If your company culture is colder than the office air con, interns will be gone faster than you can say “graduate scheme.” Create a warm, welcoming environment where humor, humanity and purpose are part of the daily conversation, not just the handbook. People stay where they feel they belong, not just where they get a badge and a login. – Paul Boross MBE, Big Sky
2. Sell Them On Your Mission
Don’t sell them a job—sell them a mission. Give interns a seat at the table, show them how their work drives real impact and tie their growth to the company’s vision. When they feel like founders and not temporary, they will stay. – David Centeno, David Centeno Law, PC – NY Divorce Lawyer
3. Create ‘Growth Paths’
Create a “growth path” from day one. Show interns that they’re not just temporary workers but potential leaders in the making. Offer mentorship, involve them in impactful projects and provide a clear vision for their future with the company. When they feel like they’re part of something bigger, they’ll be more likely to stay at your company! Make it about their journey, not just a job. – Sam Nelson, Downstreet Digital
4. Align Their Personal Growth With The Company’s Vision
In my experience, aligning their personal growth with the company’s vision is key. Show them a clear path for advancement, mentorship and skill development. Interns who see a future where they can grow and make an impact stay longer. Make them feel valued, involve them in meaningful work and show how they contribute to the bigger picture. When they see a future with you, they’ll build it with you. – Dr. Chibuzor Uwadi, Eat Well & See Well Ltd
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5. Make Them Want To Participate Long Term
Show interns a future they want to be part of. Give them real challenges, not just tasks. Let them own projects, interact with leadership and see how their work drives impact. The best way to keep interns is to make them feel like they already belong. People don’t leave places where they’re valued, challenged and can see a clear path forward. – Chris Dyer, Chris Dyer
6. Ensure Interns Feel Part Of The Team
Make interns feel like part of the team from day one. Integrate them into meetings, assign mentors and involve them in real projects. Encourage them to share ideas in group discussions because when they see their input is valued, it builds a sense of belonging. A strong culture of inclusion and growth increases the likelihood that employees will stay long term as an engaged, committed part of your company. – Braden Yuill, Virtual Coworker
7. Pair Interns With Veteran Employees
Introduce interns to veteran employees. A Lunches with Leaders program gives interns a forum to learn about different career paths and ask questions. These connections build more ties within the company, create more shadowing opportunities and provide more recruiting touchpoints. – Sheryl Tullis, The Line Experience
8. Provide True Learning Opportunities For Interns
First, create an intern program that provides true learning opportunities within the company. Find out what each intern wants to do in their career and gear the program toward that. Appoint mentors and buddies to invest time in and show interest in interns, truly taking time with them and listening. Interns will not stay because you “convince” them, but because they choose you. Help them see a path with you! – Mary Kier, ZRG Partners, LLC
9. Develop A Launchpad Intern Experience
Create an intern experience that feels like a launchpad, not a trial run. Give them ownership of impactful projects, integrate them into the team culture and offer a glimpse of their potential future—whether it’s through shadowing leadership opportunities, exclusive training or personalized career roadmaps. Make staying feel like the best next step, not just an option. – Miriam Groom, Mindful Career
10. Focus On Leadership
The key is good leadership. Workplace comfort is crucial, especially at the start of a career. Interns value patient, understanding mentors who are willing to teach and support them. While financial factors matter, a culture of trust and respect is what truly encourages interns to stay. When a manager is invested in their growth, interns are much more likely to choose the company long term. – Jekaterina Beljankova, WALLACE s.r.o
11. Give Interns Meaningful Work And Ownership
To keep interns long term, give them meaningful work and the chance to take ownership. When they feel like they’re making a real impact, they’re more likely to stay. Pair that with mentorship and career development to show them there’s a clear growth path. Cultivate a culture where interns feel valued and can see themselves thriving, not just working. Happy interns result in loyal employees! – Nono Bokete, Data Sentinels
12. Ensure Interns Feel Like Future Leaders
Treat interns like future leaders, not temporary help. Give them real projects with measurable impact, pair them with mentors who invest in their growth and show them a clear path forward. When they feel valued and challenged, and see a future with your company, staying becomes the natural choice instead of just an option. – Michael Shribman, APS Global Partners Inc.
13. Avoid Assigning Busywork
Give interns real work that matters, not just busywork. When they see their contributions making an impact, they’ll feel valued and invested. One key tip is to offer a clear growth path by pairing them with mentors and showing them how the internship can evolve into a full-time role. People stay where they see a future. – Waleed Najam, NEO Innovations
14. Have Managers And Senior Employees Mentor Interns
When interns feel valued and see a clear path for development within the company, they are more likely to envision a future there. Encourage managers and seasoned employees to actively mentor interns, sharing knowledge and helping them develop skills beyond their initial role. Involve interns in meaningful projects that showcase the impact of their work. – Tonia Ryan, Techvoya
15. Create An Entrepreneur In Residence Program
Many interns aren’t sure what they want to do, so we created an Entrepreneur in Residence program. This program rotates interns through every department for hands-on experience across the business. By exposing them to different roles and supporting them in the journey to determine what resonated most, we help them find the right fit role. This has resulted in more engaged, confident hires who already knew where they’d thrive within the company. – Hope Horner, Lemonlight
16. Make Them Feel Valued
Involve interns in client meetings and strategy sessions. Solicit their opinions, and spend one-on-one time developing their skills. Interns who are given only menial tasks leave; instead, they incrementally increase their responsibilities for continuous growth. Combine meaningful projects with fair compensation. When interns see a clear progression path and feel their work matters, they will stay. – Henry McIntosh, Twenty One Twelve Marketing
17. Actively Learn About Younger Generations
Understand the younger generations as they enter the workforce. Be adaptable to the workforce’s changing needs. If you treat employees as valuable resources instead of disposable assets, you earn their trust and loyalty. Younger generations are less willing to sacrifice the present for the promise of a future payoff. – Deisell Donahoe, DIOSS LLC
18. Offer Academic Sponsorships
Offer grad-focused academic sponsorships, like covering subscription services that streamline their final year of studies. Pair this sponsorship with a guaranteed role post-graduation. This eases academic stress while positioning your company as invested in their holistic success, creating a reciprocal commitment. – Oleg Levitas, Pravda SEO Inc,
19. Assess Your Treatment Of Interns
A great intern who is the right fit shouldn’t need to be overly convinced to stay—it should be a natural, mutual decision that benefits both sides. The key is how you treat them throughout the entire internship, not just at the end. Be transparent about their impact, treat them like a full-time employee and openly discuss growth opportunities from the start. That’s what makes them want to stay. – Karen Herson, Concepts, Inc.
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