Building an Intern Program: 6 Steps From Employer of Record Experts

Internships have been around for ages, so why are they still so important today? Internships are a great way to unlock untapped potential and build a pipeline of future workers. 

But, if you don't have the right approach to your intern program, it can be an expensive and time-consuming waste of resources. In this article, we'll show you how to build an internship program that will transform your business forever by focusing on goals, target audience, and onboarding process.

1. What is the ultimate goal that you hope to achieve through your program?

So, what's the point of having interns? Well, the first thing you need to figure out is what you want them to do. If you're just looking for people to sit around and twiddle their thumbs, you're probably better off watching paint dry. But if you've got some real work that needs doing and not enough hands to do it, interns could be your saving grace.

Once you've decided that you actually want interns, it's time to think about what kind of program you want to run. Do you need them to be in the office from 9 to 5 every day, or can you be a little more flexible? And do they need to be local, or can you work with someone from across the country or even across the galaxy? It's up to you to decide what works best for your business.

2. Figure Out Where to Connect With The Best Interns

If you want your internship program to actually work, you need to know who you're trying to attract. Here are some things to think about when you're putting together your intern master plan:

• First things first, who are these people you're targeting? Do you know where they hang out and how to get in touch with them? Figuring that out is a good place to start.
• Next, you need to figure out where they spend their time online. For college students, you might want to try hitting them up on Instagram or LinkedIn. That's where all the cool kids are these days.
• You also need to think about what you can offer them. Why should they choose your internship program over all the others out there? Do you have any connections in the industry that could help them out down the road? What's in it for them, basically?
• And don't forget to highlight the benefits of working for your company! How is your internship going to help them get ahead in their career? What sets you apart from the competition? 

These are the things that are going to make your program stand out.

3. Now Figure Out How to Motivate The Best Interns to Work for You

There are several factors that can make or motivate an intern to want to work for a certain company:

• Company culture: A positive and welcoming company culture can be a major factor in attracting interns. Companies that prioritize inclusivity, diversity, and worker well-being can make interns feel valued and motivated to contribute to the team.
• Professional development opportunities: Interns are often looking for opportunities to learn and develop their skills. Companies that offer mentorship, training, and growth opportunities can attract interns who are eager to expand their knowledge and experience.
• Purpose-driven work: Many interns are drawn to companies that have a clear mission or purpose. Companies that are making a positive impact on society or working to solve a pressing problem can inspire interns and motivate them to be part of the solution.
• Competitive compensation and benefits: While compensation and benefits are not the only factors that matter to interns, they can be important in attracting top talent. Offering fair compensation, benefits, and perks such as flexible scheduling, remote work options, and social events can make a company stand out in a crowded field. Often most interns need benefits, but if your goal is to turn them into full-time workers, then it could be beneficial to let them know what you have to offer up front. 

4. Work out the details with your team

Alright, it's time to get out of your own head and start thinking about your team's needs.

First things first, you gotta let your team know what's up. Talk to them about your internship program and the goals you're trying to achieve. Get them on board and make sure they understand what they need to do to support it.

If you're planning on having interns work in-house, now's the time to figure out who's gonna manage them, where they're gonna sit, and how often they'll meet with management or mentors.

And if you're hiring an agency or an employer of record (EOR) to help out, like TCWGlobal, just make sure everyone knows what their role is. You don't want any confusion or drama down the line!

5. Manage interns with the help of an employer of record (EOR) like TCWGlobal throughout their time with your company

Okay, let's give it a try:

So, have you ever heard of an EOR? It's kind of like having a fancy HR department without actually having to hire one yourself. They can do all sorts of things, like managing your interns from start to finish, including onboarding, payrolling, reference letters, even sending out their W2’s at tax time.

That means you can spend your time doing other things like mentoring or even taking a long lunch break (if your boss is cool with it). And get this, an EOR can also help you manage your full-time workers too! TCWGlobal is one of those EORs that offers all sorts of helpful services for you and your interns, including payroll and benefits administration. So you can focus on being the cool boss you always wanted to be.

6. Finding the "why"

Before you start looking for interns, it's important that you have a clear vision of what you want to achieve, who the right candidates will be, and understand why. 

Let's get clear on what we're looking for before we start hunting for interns. 

• What do we want to achieve with this program? 
• Do we want more Instagram followers, better customer service, or killer content? 

It's important that everything we do is working towards that end goal.

And who do we want as our interns? This is a tricky one, especially if we want a diverse workforce. It's easy to fall into the trap of hiring people who look and think like us. But if we want to reach our goals, we need to be intentional about who we bring on board. Let's make sure we're not letting our unconscious biases get in the way of finding the right people for the job.

Intern Contingent Workforce Conclusion

We hope this article has helped you understand how to build an intern program that will transform your business forever. If you're unsure of where to start, we can help! Reach out today and let us know how we can help make your company's next internship experience a success.

Your Next Steps

A contingent workforce can bring a wealth of benefits to a company, allowing organizations to tap into the skills and expertise of top talent when they need it most. A contingent workforce, which includes independent contractors and temporary workers, can offer numerous benefits to companies. 

Employer of Record (EOR) services are designed to make the process of hiring workers more streamlined and efficient for client companies. By working with an EOR, client companies can leave the day-to-day work of managing employment contracts, filing taxes, and providing workers' compensation and health insurance to the EOR. This ensures that all legal entities and employment regulators are covered under the EOR's legal employment umbrella. Additionally, EORs handle the payroll taxes and other legal responsibilities of employment so that client companies can focus on their core business activities. 

The EOR services also provide expertise in navigating employment laws and regulations and ensuring that workers employed under the EOR are in compliance with all relevant laws. In summary, Employer of Record services offer a comprehensive solution to help companies manage their workforce while reducing administrative burdens and legal liabilities!