Many companies see interns as a burden, yet another person to supervise, onboard, and keep track of. But companies that actually invest in internships tell an entirely different story.
Interns are not charity#
Let's be honest: hosting an intern requires time and commitment. But it is not a one-sided effort. Handled well, you get back far more than you invest. Here are five reasons why.
1. Recruitment without risk#
Hiring someone based on a CV and a couple of interviews is always a gamble. An internship period gives you weeks or months to see how a candidate performs in your environment, before any employment contract exists.
You get to see:
- How the person collaborates with the team
- Their ability to solve problems under real conditions
- Cultural fit that no interview can reveal
- Genuine interest versus polished answers
According to employers in the IT and tech sector, a significant share of their junior hires come from former interns. This saves both time and money compared with traditional recruitment.
2. Fresh perspectives and up-to-date knowledge#
Students bring something you cannot buy, recent education. They have studied the latest methods, tools, and theories. This can challenge old habits in a constructive way.
A few examples:
- A marketing student may have deep knowledge of TikTok strategies your team has not tested
- An IT student might be proficient in frameworks you have been considering migrating to
- A business student can question processes you follow "because we always have"
This does not mean that an intern should revolutionise the business. But new eyes see things that old eyes miss.
3. Workload relief and delegation#
Interns can take on tasks that otherwise end up at the bottom of the priority list:
- Research and market monitoring
- Data compilation and reports
- Content production and social media
- Testing and documentation
- Administrative projects
This frees up time for senior staff to focus on strategic work. Win-win.
4. Internal leadership development#
Supervising an intern is excellent leadership training. Employees who take on the supervisor role learn to:
- Give clear instructions and constructive feedback
- Delegate tasks and follow up
- Adapt communication to the recipient's level
- Coach and mentor
These are skills that benefit the entire organisation, not just during the internship period.
5. Strengthened employer brand#
Students talk to each other. A positive internship experience spreads through:
- Word of mouth: in classrooms, study groups, and social media
- Reviews: on platforms and in the school's evaluations
- Ambassadors: a satisfied intern recommends you to others
Conversely, a negative experience spreads even faster. Employers who invest in a great internship experience build a brand that attracts tomorrow's talent.
Common objections: and reality#
"We don't have the time"#
An intern requires the most time during the first week. With a simple onboarding plan and clear tasks, the effort decreases quickly. Moreover, the time you spend on supervision comes back in the form of completed work.
"Interns know too little"#
They are in training, that is the whole point. Competence varies, but expectations should be reasonable. Many LIA students at YH programmes already have a solid theoretical foundation and simply need guidance in practical application.
"It costs more than it's worth"#
Interns do not receive a salary (during LIA and APL). The cost is supervision time and possibly equipment. Compare that with the cost of a bad hire, on average hundreds of thousands of kronor, and the equation looks completely different.
"We have nothing to offer"#
If you have tasks performed by people, you have something to offer an intern. It does not need to be glamorous. Meaningful tasks and engaged supervision are enough.
How to get started#
- Identify a supervisor: choose an employee who is willing and has the capacity
- Contact a school: YH programmes, upper secondary vocational programmes, or universities
- Define tasks: what should the intern do and learn?
- Prepare the workplace: desk, tools, onboarding materials
- Draw up an agreement: the school usually has templates
The entire process from decision to the intern's first day typically takes two to four weeks.
An investment in the future#
Companies that host interns are not just investing in an individual, they are investing in their own future pool of employees and in the industry's supply of skilled professionals. It requires a little time, but the return is disproportionately large.
