Hiring Interns for Small Businesses: A Guide to Getting It Right

How to hire an intern—especially for a small business—requires more than just posting a job and hoping for the best. For Talent Acquisition Leaders and recruiters at small companies, internship programs can be a strategic way to access emerging talent, expand your team’s capacity, and build a future hiring pipeline. But the process isn’t as straightforward as it may seem. From understanding legal requirements to designing a meaningful experience, small business hiring leaders need clarity, structure, and smart tactics to make it work.

In this guide, we’ll break down how to hire an intern, provide insight into internship programs, and share actionable tips to help your business find the right interns for the roles you offer.

Why Interns Matter to Small Businesses

For many small businesses, interns are more than temporary help. They’re a source of new ideas, energy, and potential long-term team members. Interns can help your business scale capacity without the full cost of a permanent hire and bring the latest learnings from colleges and universities straight into your operations.

But to reap the benefits, it’s important to create a program that’s mutually beneficial—one that serves both the intern’s learning objectives and the company’s needs.

How to Hire an Intern: Start With the Basics

Before launching your search, there are key resources and decisions you’ll want to review.

1. Know What You Can Offer

Interns want to do meaningful work. If you can offer real projects and learning opportunities—rather than just busywork—you’ll attract better students or recent graduates. Outline what kind of job experience they’ll gain and be clear about whether it’s a paid or unpaid internship.

While unpaid internships are legal under specific conditions, many small businesses can offer stipends, college credit, or even part-time wages. Understanding the labor laws and the Fair Labor Standards Act will help you determine whether your role qualifies as a paid or unpaid internship.

2. Understand Legal and Ethical Guidelines

You need to know that interns are not regular employees. You may not be required to pay them minimum wage, but you must meet strict criteria to avoid violating labor standards.

Refer to the Department of Labor’s primary beneficiary test to determine if your internship is compliant. If unsure, seek legal advice or consult resources like SHRM to learn about compliance with the labor standards act and privacy policy considerations.

Crafting the Right Internship Program

3. Design a Program That Works for Everyone

A strong internship program should include a structured training component, hands-on job experience, and clear goals for both the intern and the employer. The program may last a summer, semester, or custom timeframe depending on your business cycle.

Use these best practices:

• Set clear expectations through a detailed job description
• Schedule check-ins and evaluations to help interns learn and grow
• Align assignments with intern career interests
• Designate a mentor or point of contact

A well-structured internship builds your employer brand and creates positive career experiences that can help with future recruitment.

Explore GoPerfect's training and development training guide to shape impactful intern learning paths.

Where and How to Find Interns

4. Tap Into the Right Talent Pools

Here’s how to find and attract interns who fit your business:

• Partner with local colleges and universities
• Post on job boards and your company website
• Share the opportunity on social media
• Use your network to spread the word
• Contact career centers or internship programs

Some schools require academic credit or collaboration with a professor. Be ready to provide documentation or a learning plan that outlines your internship program and its objectives.

5. Market the Opportunity Effectively

Your listing should provide key information like:

• What the intern will do
• Expected hours and schedule
• Paid or unpaid status
• Any software or skills required
• What support you’ll offer

Make sure the tone of your content reflects your company culture. If you’re offering a remote or hybrid internship, include details about how you’ll manage communication and training.

For inspiration on crafting competitive listings, explore GoPerfect's talent sourcing strategies.

Interviewing and Selection Tips

6. Ask the Right Questions

To hire the right intern, ask questions beyond technical skills. Here are a few to consider:

• What are your career goals?
• Why do you want to work in this industry?
• How do you manage your time and priorities?
• What type of team do you thrive in?

These questions help assess culture fit and motivation, which are especially important in a small business environment where interns will work closely with others.

7. Evaluate Based on Fit and Potential

Remember, you're not just filling a position—you’re building your team. Consider candidates who show curiosity, initiative, and a desire to grow. An internship is as much about potential as it is about experience.

Learn more about candidate relationship management and how to nurture future talent: read more.

Set Interns Up for Success

8. Onboard, Train, and Guide

Once you hire your interns, give them the tools and context to succeed:

• Provide a structured onboarding
• Introduce them to the team
• Share access to relevant resources
• Assign meaningful tasks

Leverage automated onboarding and AI onboarding solutions to streamline this process for both intern and employer.

Let them know how they can get support or raise questions. Treating them like employees in training—not temps—will make the experience more beneficial for both sides.

What Paid or Unpaid Internships Mean for You

9. Understand Compensation Models

Interns can be paid, unpaid, or receive college credit. To stay compliant and competitive:

• Research wage and overtime rules for interns
• Refer to labor laws and fair labor standards
• Clearly state pay, benefits, or credit in your job listing

Unpaid interns may not perform work that directly replaces paid employees. If your business needs output and productivity, a paid intern is often the best route.

If you’re ready to get started, review your recruiting automation strategy (guide here) to streamline how you hire interns.

Keep Interns Engaged and Coming Back

With the right structure, internships can help you build long-term employee pipelines. Many companies find that interns who had a great employment experience are more likely to return for full-time jobs. Interns who work on impactful projects and feel like part of the team often stay engaged and share their positive experience with peers.

To further support intern growth and retention:

• Offer mentorship and professional development
• Encourage participation in meetings and projects
• Allow flexibility where appropriate
• Highlight your employer brands in everything you do (see how)

Internships aren’t just a part of recruiting strategy—they are a proving ground for future talent. For small businesses, that means more than free help; it’s a chance to invest in potential. With the right program, planning, and purpose, you won’t just hire an intern; you’ll discover a future star.

For more insights into hiring strategy, training, and automation, explore GoPerfect’s full blog library.

‍