Internships aren’t just an extra set of hands — they’re one of the most powerful ways nonprofits can build future talent pipelines, expand organizational capacity, and contribute to the professional development of the next generation. Yet many nonprofits and small businesses struggle to create internship programs that are structured, equitable, and truly beneficial for both the intern and the organization.
A well-designed internship isn’t accidental. It takes planning, intentionality, and alignment with your mission. Here’s how nonprofits can craft internships that deliver value, attract diverse candidates, and build lasting talent pipelines.
1. Partner With Schools to Build a Consistent Talent Pipeline
If you want a steady flow of interns, don’t wait for applications to trickle in — go directly to the source.
High schools, community colleges, universities, and workforce development programs are eager to place students in meaningful roles. Establishing formal partnerships can:
- Create predictable recruitment cycles
- Ensure interns arrive with foundational training
- Increase awareness of your organization
- Deepen community relationships
Successful nonprofits and small businesses often create annual agreements with career centers, academic departments, or student organizations. These partnerships also help you design internships that support academic requirements or credit-bearing programs.
Pro Tip:
Engage faculty or program directors when designing job descriptions — they can help you align the internship with student learning outcomes.
2. Structure the Internship Like a Learning Experience — Not Just Extra Work
The most impactful internships resemble mini-courses, complete with learning objectives, mentorship, and evaluation.
A strong structure includes:
Clear Learning Goals
What do you want interns to know or be able to do by the end of the program?
Assigned Mentors or Supervisors
Interns do best when they have a consistent point of contact for check-ins, feedback, and support.
A Planned Schedule
Include a balance of:
- Hands-on tasks
- Shadowing or observation opportunities
- Skills workshops
- Team meetings
Regular Feedback Loops
Midpoint check-ins and a final evaluation ensure interns walk away with documented experience — something they can add to résumés or academic portfolios.
This structure not only benefits students but also helps your team plan for meaningful contributions rather than scrambling to create work after the intern arrives.
3. Paid or Unpaid? What Nonprofits and Small Businesses Should Consider
Few topics create more confusion — or controversy — than whether internships should be paid.
Here’s the bottom line:
If your intern is doing work that benefits the organization more than it benefits the intern, the position should be paid.
Legally, unpaid internships in the nonprofit sector are allowed under certain conditions, but the best practice — especially if you want to broaden access — is to pay interns.
Paying interns:
- Expands access for students who can’t afford unpaid roles
- Increases diversity of applicants
- Strengthens retention
- Attracts more qualified candidates
If payment isn’t possible, consider alternatives such as:
- Stipends
- Transportation support
- Meals
- Academic credit
- Hybrid schedules to accommodate outside work
A compensation strategy signals that you value student contributions and lowers barriers for underrepresented groups.
4. Create an Experience That’s Worthwhile — For Students and Your Team
The most effective internships don’t feel like “intern work.” They feel like professional development.
Examples of high-impact experiences include:
- Managing a small project from start to finish
- Supporting a department with real deliverables
- Contributing to outreach campaigns or programming
- Conducting research or impact measurement
- Presenting insights at a team or board meeting
When interns produce meaningful work, they feel empowered — and your organization benefits from new perspectives, creativity, and energy.
5. Attract a Diverse Candidate Pool
If you want diverse candidates, your recruitment strategy must reflect that intention.
Try:
- Partnering with HBCUs, HSIs, community colleges, and adult-education programs
- Posting roles on diversity-focused job boards
- Removing unnecessary credential requirements
- Offering flexible schedules
- Clearly communicating your commitment to equity
- Creating a welcoming, inclusive environment for all interns
Representation matters. When students from underrepresented communities feel seen and supported, they’re far more likely to apply — and stay engaged.
6. Use Internships as the Start of Your Talent Pipeline
An internship shouldn’t be a one-off experience — it should be the first point of contact in an ongoing talent pipeline.
After the internship ends:
- Keep alumni on your mailing list
- Invite them to volunteer opportunities
- Share job openings
- Offer references or networking support
- Stay connected on LinkedIn
Some of your future staff members may start as interns — but only if you stay in touch and nurture the relationship.
TCG Tie-In: We Help Nonprofits and Small Businesses Build Internships That Actually Work
At The Consonance Group, we know that strong internships don’t happen by accident. We help nonprofits:
- Design internship structures that align with mission, capacity, and student learning
- Create pipelines with schools and community organizations
- Build equitable recruitment strategies that attract diverse candidates
- Develop training, onboarding materials, and evaluation frameworks
- Ensure compliance with labor and compensation guidelines
Whether you’re launching your first internship program or strengthening one that already exists, we help you build a sustainable talent pipeline — one that supports your mission and develops the next generation of leaders.