How to Hire the Best Interns

When Bonita Drumb LLC revamped its intern hiring process in 2019, they discovered something surprising: Hiring those with GPAs above 3.7 showed no correlation with intern success. Instead, the strongest predictor was how candidates approached novel problems.

This insight transformed their hiring process and led to a 47% increase in successful intern-to-hire conversions. The revelation sparked a fundamental shift in how leading companies approach intern recruitment, moving from credential-focused hiring to potential-based selection. 

The transformation couldn't have come at a more critical time. As companies face unprecedented technological change and market disruption, the value of fresh perspectives has never been higher.

Dewey's-S LLC intern program provides a compelling example: in 2022, interns contributed to 24 patent applications and identified efficiency improvements worth an estimated $12.3 million in cost savings.

These results weren't achieved by simply hiring the candidates with the most impressive resumes – they came from a carefully engineered selection process designed to identify hidden potential. 

This shift in hiring philosophy is supported by compelling data. Companies that moved to potential-based intern selection reported a 312% return on investment within the first year, combining both direct cost savings and innovation impacts.

The traditional metrics – GPA, prestigious internships, and technical certifications – proved less predictive of success than characteristics like learning agility, problem-solving approach, and collaborative ability.

Google's internal studies revealed that interns selected for these traits were 3.4 times more likely to drive meaningful innovation during their tenure. 

These carefully selected interns demonstrate 50% faster time-to-productivity when converted to full-time roles, and their three-year retention rate exceeds 91% compared to 65% for traditional hires. 

This guide draws from their successes to provide a comprehensive blueprint for building your own high-performance intern selection process. 

What Defines a Great Intern? 

Before diving into the hiring process, it’s essential to understand what makes a great intern. While technical skills and academic performance are important, the best interns also exhibit key qualities such as: 

• Curiosity and a Willingness to Learn: Great interns are eager to take on new challenges and grow professionally. 

• Adaptability: Interns who can thrive in dynamic environments and handle feedback with grace will be better equipped to succeed in your organization. 

• Strong Communication Skills: Whether it’s writing emails, presenting ideas, or collaborating with teammates, effective communication is essential. 

• Alignment with Company Culture: Interns who share your company’s values and work ethic will integrate more seamlessly into your team. 

Step-by-Step Guide to Hiring the Best Interns

Define Your Internship Goals

Start by determining why you’re hiring interns and what you hope to achieve through your program. Are you looking to complete specific projects, build a talent pipeline, or enhance your employer brand? Having clear goals will shape your hiring strategy. 

Example: A tech company aims to identify future software engineers through its internship program. Interns are assigned to real-world coding projects, and those who excel are offered full-time positions upon graduation. 

Craft an Engaging Job Description

Your job description is the first touchpoint for potential interns, so make it count. Clearly outline the role’s responsibilities, required qualifications, and the benefits of joining your program. Use language that resonates with students and recent graduates, emphasizing learning opportunities and the impact they’ll make. 

Example: A marketing agency might advertise an internship as follows: 

"Join our fast-paced marketing team as a social media intern! You’ll help create engaging content for global campaigns, analyze performance metrics, and gain hands-on experience with industry-leading tools and management software. This is a fantastic opportunity to develop your skills and work on projects that make a real impact." 

Leverage Targeted Recruitment Channels

To attract the best interns, meet them where they are. Use platforms like LinkedIn, Indeed, and Handshake to post your job listings. Partner with universities to advertise your program on campus job boards, at career fairs, and through faculty recommendations. 

Example: A financial services firm partners with a local university to host an internship webinar. By sharing insights about their program and answering questions, they attract top candidates from the school’s business department. 

Assess Candidates Beyond Their Resumes

While resumes provide an overview of a candidate’s qualifications, they don’t tell the whole story. Use interviews, assessments, and portfolio reviews to evaluate a candidate’s skills, work ethic, and cultural fit. 

Interview Tip: Ask open-ended questions that allow candidates to showcase their problem-solving abilities and passion for learning. For example: 

• “Tell me about a time you faced a challenge in a team project. How did you handle it?” 

• “What skills are you hoping to develop through this internship?” 

Create a Streamlined Application Process

A lengthy or complicated application process can deter top candidates. Simplify your process by using user-friendly platforms and keeping application requirements concise. Ensure timely communication with applicants to maintain a positive candidate experience. 

Example: A retail company uses an online application form that takes less than 10 minutes to complete. Applicants are updated on their status within one week, keeping them engaged throughout the process. 

Prioritize Cultural Fit and Passion

The best interns are those who align with your company culture and are genuinely excited about the opportunity. During interviews, look for candidates who demonstrate enthusiasm for your industry, mission, and values. 

Example: A nonprofit organization hires an intern passionate about environmental sustainability. Their shared commitment to the cause ensures a motivated and engaged team member. 

Test for Relevant Skills

Depending on the role, consider implementing skills-based assessments or case studies as part of the hiring process. This approach ensures candidates have the technical abilities required for success. 

Example: A graphic design firm asks candidates to create a mock social media post during the interview process. This task allows the hiring team to evaluate their design skills and creative thinking. 

Offer Competitive Benefits and Perks

To attract the best talent, offer competitive compensation and additional perks like flexible schedules, mentorship opportunities, and access to professional development resources. Paid internships are especially appealing to top candidates. 

Example: A tech startup offers interns flexible work hours, weekly mentorship sessions, and free access to online coding courses. These benefits make their program stand out in a competitive market. 

Showcase Your Company’s Culture

Interns want to join organizations where they feel valued and supported. Highlight your company’s culture during the hiring process through testimonials, social media content, and interviews with current team members. 

Example: A gaming company shares a “Day in the Life of an Intern” video on its website, showcasing the collaborative and creative work environment that awaits successful candidates. 

Make Decisions Quickly and Professionally

Top candidates won’t stay on the market for long, so act swiftly. Once you’ve identified the right interns, extend offers promptly and provide clear details about start dates, expectations, and next steps. 

Example: A consulting firm extends internship offers within 48 hours of final interviews, ensuring they secure the best candidates before competitors. 

Examples of Successful Internship Programs Include: 

Having a highly selective and impactful internship program. Interns that are given real-world projects that contribute to the company’s success, and many transition to full-time roles. Similarly, focuses on providing interns with leadership training and networking opportunities, resulting in high retention rates and positive experiences. These programs succeed because they emphasize meaningful work, growth opportunities, and strong mentorship. 

FAQs 

What qualities should I look for in an intern? 

Look for candidates who are eager to learn, adaptable, strong communicators, and aligned with your company culture. These traits indicate they’ll thrive in your program. 

How can I attract top candidates to my internship program? 

Craft engaging job descriptions, leverage targeted recruitment channels, and offer competitive benefits. Highlight your program’s learning opportunities and the impact interns can make. 

Should internships be paid? 

Yes, offering paid internships helps attract a larger pool of qualified candidates and demonstrates your company’s commitment to fair compensation. 

What’s the best way to assess intern candidates? 

Use a combination of interviews, skills-based assessments, and portfolio reviews to evaluate a candidate’s qualifications and cultural fit. 

How does TCWGlobal support internship programs? 

TCWGlobal provides end-to-end support for internship programs, including onboarding, payroll management, and compliance. Our solutions ensure your program runs smoothly and effectively. 

Final Thoughts 

Hiring the best interns requires more than just posting a job listing. It’s about defining clear goals, crafting compelling opportunities, and creating a process that attracts top talent. The right interns can bring innovation, energy, and long-term value to your organization. By following the strategies outlined in this guide, you’ll be well-equipped to find and hire exceptional candidates who align with your company’s mission and goals. 

Need help managing the administrative side of your internship program? TCWGlobal offers tools and expertise to simplify onboarding, payroll, and compliance, allowing you to focus on creating a meaningful experience for your interns. Contact us today to learn how we can help you build an internship program that stands out. 

Need Help? 

At TCWglobal, we can handle both your EOR and all your intern hiring needs! Contact us today to learn more. 

Whether you need expertise in Employer of Record (EOR) services, Managed Service Provider (MSP) solutions, or Vendor Management Systems (VMS), our team is equipped to support your business needs. We specialize in addressing worker misclassification, offering comprehensive payroll solutions, and managing global payroll intricacies.  

From remote workforce management to workforce compliance, and from international hiring to employee benefits administration, TCWGlobal has the experience and resources to streamline your HR functions. Our services also include HR outsourcing, talent acquisition, freelancer management, and contractor compliance, ensuring seamless cross-border employment and adherence to labor laws.  

We help you navigate employment contracts, tax compliance, workforce flexibility, and risk mitigation, all tailored to your unique business requirements. Contact us today at tcwglobal.com or email us at hello@tcwglobal.com to discover how we can help your organization thrive in today's dynamic work environment. Let TCWGlobal assist with all your payrolling needs!