Internships are often treated as a revolving door—students cycle in, do their time, and cycle out. But what if you saw interns as more than temporary talent? What if you treated them as potential long-term assets rather than just short-term help? The difference between a forgettable internship and one that builds lasting relationships lies in how you hire and onboard. It’s not just about getting them in the door; it’s about making them feel like they belong from day one.

Hire for Curiosity, Not Just Skill

Resumes can be deceiving. A straight-A student with three internships under their belt might look great on paper, but if they’re not curious, adaptable, and willing to learn, they won’t bring much to the table. Instead of fixating on prior experience, look for interns who ask great questions, show a willingness to tackle new challenges, and demonstrate genuine enthusiasm. The best hires aren’t always the ones with the longest resumes—they’re the ones who want to grow.

Make Interviews a Two-Way Conversation

Too often, interviews feel like interrogations. You fire off questions, they respond, and then you move on. But if you want to attract top talent, you need to make interviews more dynamic. Encourage interns to ask about the company culture, team dynamics, and the work they’d be doing. Gauge how well they engage in a conversation, not just how well they answer structured questions. If they leave the interview excited about the opportunity, you’re on the right track.

Clear and Simple Contracts Make a Difference

Keeping contracts straightforward and free of legal jargon makes them easier to understand, preventing unnecessary back-and-forth. PDFs are usually the preferred format for contracts since they maintain formatting across different devices and are easy to share securely. If adjustments are needed, a PDF editor allows you to make changes to documents without having to convert the file to another format, streamlining the process. For step-by-step instructions, a guide on how to fill and sign PDF documents can help interns complete and return their contracts quickly and correctly.

Ditch the Busywork—Give Real Responsibilities

Nothing kills motivation faster than a summer filled with coffee runs and spreadsheet updates. Interns don’t want to be treated like assistants; they want to contribute. Assign them meaningful projects that tie into larger company goals. Even if they’re just supporting a bigger initiative, make sure they understand how their work fits into the bigger picture. It’s not just about keeping them busy—it’s about making them feel valuable.

Pair Them with a Mentor, Not Just a Manager

Managers delegate tasks, but mentors invest in growth. Giving an intern a designated mentor—someone who isn’t their direct boss—creates a safe space for questions, career advice, and honest conversations. This one-on-one relationship can transform an internship from a transactional experience into a meaningful learning opportunity. A good mentor can be the difference between an intern who just clocks in and out and one who truly engages with the company.

End the Internship With a Path Forward

The last day of an internship shouldn’t feel like a dead end. Whether or not there’s a full-time role available, give interns clarity on what’s next. Provide feedback, help them identify their strengths, and offer to stay in touch. If they were exceptional, let them know there’s a place for them down the line. Even if they don’t return, a positive exit experience means they’ll become ambassadors for your company, speaking highly of your culture to future candidates.

Internships shouldn’t be treated as a mere formality. They’re an opportunity to find, nurture, and invest in future talent. When you approach hiring and onboarding with intention—prioritizing curiosity, meaningful work, and mentorship—you don’t just fill temporary roles. You build relationships that can pay off for years to come.