Many companies want to take on interns but are unsure what it costs. The biggest expense is rarely money but time. This overview clears up the real costs of taking on an intern — and why it usually pays off anyway.
Taking on an intern within an education normally means no wage cost, because LIA and APL are unpaid. The real cost is the supervisor's time for onboarding, supervision and follow-up. Weighed against the value of extra hands, fresh perspectives and a possible future hire, the investment is often small.
Why the question matters#
Setting aside time for an intern competes with day-to-day work. For a smaller company it can feel like a big commitment. Calculating the cost in advance makes it easier to plan and to see that a placement really is an investment, not just an expense.
The real costs#
- Supervisor time. The biggest item. The supervisor needs time for onboarding, ongoing support and feedback.
- Onboarding and materials. Going through routines, safety and tools takes time in the first few days.
- Reduced productivity at first. An intern is rarely fully self-sufficient from day one.
- Any stipend. Voluntary, not required for educational placements.
| Cost item | Typical scope |
|---|---|
| Supervisor time | Largest at the start, decreases over time |
| Onboarding | Mainly the first week |
| Equipment | Often existing, sometimes a small addition |
| Wage | None for LIA/APL |
What you get back#
A placement often gives more than it costs. The intern contributes work, asks questions that make you see your routines with fresh eyes, and can ease the load in busy periods. Above all, a placement is an extended recruitment process where you get to know a possible future colleague for real. Read more about placements as a recruitment channel.
How to keep the cost down#
- Plan the tasks in advance so the intern quickly becomes self-sufficient.
- Share the supervision so one person does not carry the whole load. Our guide on avoiding supervisor fatigue offers concrete advice.
- Use clear routines for onboarding so you do not reinvent the wheel each time.
- Structure the follow-up instead of spending time on scattered emails and loose notes.
How Prakto can help#
A large part of the cost lies in administration and follow-up. Prakto brings agreements, goals, communication and documentation together in one place, which reduces the time the supervisor spends on anything other than the supervision itself. See the difference compared to manual handling in Excel and email.
Frequently asked questions#
Do you have to pay a wage to an intern?#
No, not for educational placements like LIA and APL. They are unpaid. A voluntary stipend is possible but not required.
What is the biggest cost of taking on an intern?#
The supervisor's time. Onboarding, ongoing support and feedback are the real investment, especially during the first few weeks.
Is it worth it for a small company to take on an intern?#
Often yes. A placement provides extra hands, fresh perspectives and a chance to get to know a possible future colleague with no wage cost.
Conclusion#
Taking on an intern costs mainly time, not money. The biggest item is the supervisor's effort, while a wage is rarely relevant for educational placements. Set against the value of extra labour and possible recruitment, a placement is one of the more cost-effective investments a company can make.
Sources#
- Skolverket — information about workplace-based learning and the role of companies.
- Swedish National Agency for Higher Vocational Education — on LIA and collaboration between education and working life.
