Unlocking Future Talent: 

How to Build a High-Impact Internship Program 


Why internships matter more than ever — and how to make yours work harder for your business. 

Unlocking Future Talent: 

How to Build a High-Impact Internship Program 


Why internships matter more than ever — and how to make yours work harder for your business. 

Unlocking

Future Talent: 

How to

Build a High-Impact Internship Program 

Why internships matter more than ever — and how to make yours work harder for your business. 

Internships have long been viewed as resume builders for students — but today, they’re a business imperative.  Amid talent shortages, shifting workforce expectations, and a growing emphasis on early-career engagement, companies that treat internships like strategic talent pipelines are seeing measurable returns. 


At Dawson, your trusted Columbus staffing agency, we know first-hand that a well-run internship program doesn’t just fill a summer schedule—it fuels innovation, strengthens your employer brand, and builds future-ready teams.



Internships have long been viewed as resume builders for students — but today, they’re a business imperative.  Amid talent shortages, shifting workforce expectations, and a growing emphasis on early-career engagement, companies that treat internships like strategic talent pipelines are seeing measurable returns. 


At Dawson, your trusted Columbus staffing agency, we know first-hand that a well-run internship program doesn’t just fill a summer schedule—it fuels innovation, strengthens your employer brand, and builds future-ready teams.

A Direct Talent Pipeline 


Internships give employers a first look at high-potential talent. Rather than relying on chance during post-grad recruiting, internships allow you to build relationships, assess fit, and hire with confidence. 


At Dawson, connecting with our internship candidate pool is much like connecting with our job seekers. Our Employment Experts review intern applicants and the skillsets they bring. Through our thorough vetting process, we ensure the interns we pipeline are a great match for your specific needs.


Here’s how we do it:


  • We reach out to set internship expectations (e.g., hours, requirements, location, and areas of interest).
  • We identify top candidates in our talent pool who match your criteria.
  • You set the parameters — we find the right match.

The benefit of this opportunity is not only to take on a well-suited intern, but also to build an early talent pipeline for your company. Should the intern be a potential hire upon graduation, there would be no additional cost or fee if you would like to bring the intern on to your team. 

An Investment in Workforce Development


Internship programs contribute to the broader workforce ecosystem by equipping the next generation with the skills and experience they need to succeed — while also strengthening your brand as a training ground for top talent. Interns bring fresh perspectives, curiosity, and adaptability. They ask questions that challenge assumptions, spark innovation, and sharpen your team’s thinking.


As a Columbus recruiting agency committed to future workforce success, Dawson helps employers harness this fresh energy for measurable impact.




How We Build an Internship Program That Works: 

01 ▸

Start with Strategy

Before posting an opening for an internship position with you company, define your goals. Are you looking to build a future hiring funnel? Increase bandwidth for a specific team? Boost brand awareness on campus? Clear goals lead to measurable outcomes and when you understand how to best utilize internship programs, you will witness a program that not only benefits your company, but also your intern. 


01 ▸

Start with Strategy

Before posting an opening for an internship position with you company, define your goals. Are you looking to build a future hiring funnel? Increase bandwidth for a specific team? Boost brand awareness on campus? Clear goals lead to measurable outcomes and when you understand how to best utilize internship programs, you will witness a program that not only benefits your company, but also your intern. 


02 ▸

Design Meaningful Roles

Interns should contribute real work that adds value. Avoid “grunt work” traps and instead focus on stretch assignments, shadowing opportunities, and project-based tasks that align with their interests and your needs. 


Last summer, Dawson’s team of marketing and sales interns were involved in various projects focused on event planning, client relations, employee engagement, and digital design and marketing. Through the Competitor Analysis Research Project, our interns demonstrated excellent analytical skills by conducting thorough market research and data analysis, leading to a better understanding of direct competitors in the staffing and recruiting industry. 


One specific project was the Internship Capstone Project in which interns designed marketing collateral to promote both Dawson’s internship program and opportunities as well as our Community Workforce Programs. Our interns were responsible for the design, research, and data collection to support this project and successfully presented his design to the entire Marketing Team.

02 ▸

Design Meaningful Roles

Interns should contribute real work that adds value. Avoid “grunt work” traps and instead focus on stretch assignments, shadowing opportunities, and project-based tasks that align with their interests and your needs. 


Last summer, Dawson’s team of marketing and sales interns were involved in various projects focused on event planning, client relations, employee engagement, and digital design and marketing. Through the Competitor Analysis Research Project, our interns demonstrated excellent analytical skills by conducting thorough market research and data analysis, leading to a better understanding of direct competitors in the staffing and recruiting industry. 


One specific project was the Internship Capstone Project in which interns designed marketing collateral to promote both Dawson’s internship program and opportunities as well as our Community Workforce Programs. Our interns were responsible for the design, research, and data collection to support this project and successfully presented his design to the entire Marketing Team.


03 ▸

Engage Managers from

the Start

Managers are critical to internship success. Prepare them with training, clear expectations, and resources to guide, mentor, and evaluate interns effectively. Their investment directly impacts intern experience and performance. 


Dawson’s marketing and sales interns met with their manager at the end of each week to discuss project progress, checking in on any specific tasks or milestones our interns were particularly proud of or struggling with. Managers also discussed with interns any challenges or obstacles they encountered that week and took time to provide resources that would be helpful in overcoming them. 


Additionally, managers provided space for interns to share how they felt about the feedback they had been receiving and discussed any need for their manager to support a particular skill that they were interested in learning more about as well as a plan to facilitate that learning. 



03 ▸

Engage Managers from the Start 

Managers are critical to internship success. Prepare them with training, clear expectations, and resources to guide, mentor, and evaluate interns effectively. Their investment directly impacts intern experience and performance. 



Dawson’s marketing and sales interns met with their manager at the end of each week to discuss project progress, checking in on any specific tasks or milestones our interns were particularly proud of or struggling with. Managers also discussed with interns any challenges or obstacles they encountered that week and took time to provide resources that would be helpful in overcoming them. 


Additionally, managers provided space for interns to share how they felt about the feedback they had been receiving and discussed any need for their manager to support a particular skill that they were interested in learning more about as well as a plan to facilitate that learning. 


Converting Interns into Long-Term Talent

Converting Interns into Long-Term Talent 

#1)

Evaluate for Fit and Future Potential 

Throughout the internship, track progress against

goals. Use structured evaluations to assess performance, engagement, and cultural alignment. Through weekly check-ins, Dawson’s marketing and sales interns were able to track goals and discuss plans for improvement, both as an intern team and individually with their managers. This open communication allowed for continuous progression and independence as our interns strengthened their skill sets.



1) Evaluate for Fit and Future Potential

Throughout the internship, track progress against goals. Use structured evaluations to assess performance, engagement, and cultural alignment. Through weekly check-ins, Dawson’s marketing and sales interns were able to track goals and discuss plans for improvement, both as an intern team and individually with their managers. This open communication allowed for continuous progression and independence as our interns strengthened their skill sets.

#2)

Thoughtful Offboarding and Follow-Up

End the program on a high note with a debrief,

personalized feedback, and a conversation about future opportunities. Keep communication lines open, even if a role isn’t available right away. 


Throughout the years, Dawson has employed many of the interns we have poured time and dedication into. Today, two members of our Business Development team started their journey at Dawson as interns. Here’s what Trent Jepson, Business Development Manager, has to say about his internship experience and career pathway at Dawson: 



2) Thoughtful Offboarding and Follow-Up 

End the program on a high note with a debrief, personalized feedback, and a conversation about future opportunities. Keep communication lines open, even if a role isn’t available right away. 


Throughout the years, Dawson has employed many of the interns we have poured time and dedication into. Today, two members of our Business Development team started their journey at Dawson as interns. Here’s what Trent Jepson, Business Development Manager, has to say about his internship experience and career pathway at Dawson: 

I’m grateful Dawson took a chance on me as a wide-eyed college kid. My internship gave me hands on business experience and introduced me to an industry I’ve grown to love. Six years later, I’m still excited about going to work every day and am proud of the lives and companies I’ve been able to positively impact throughout my career—none of which would’ve happened without that summer internship.

I’m grateful Dawson took a chance on me as a wide-eyed college kid. My internship gave me hands on business experience and introduced me to an industry I’ve grown to love. Six years later, I’m still excited about going to work every day and am proud of the lives and companies I’ve been able to positively impact throughout my career — none of which would’ve happened without that summer internship.

#3)

Extend Offers — or Stay in

the Loop

When you find great talent, make a move.

Interns who already know your business and culture can ramp up faster and perform better than external hires. Specifically,about 58% of interns are converted to full-time employees, and nearly 72%  of interns are offered full-time positions after their internship. 


A recent study found that75.5%  of paid interns who accepted a job offer at the same employer were still employed there one year later, compared to only51.5%  of employees who did not participate in an internship. 


Not ready to hire? Keep standout interns in your Columbus talent solutions pipeline — and maintain relationships for future needs.


3) Extend Offers — or Stay in the Loop

When you find great talent, make a move. Interns who already know your business and culture can ramp up faster and perform better than external hires. Specifically,about 58% of interns are converted to full-time employees, and nearly 72%  of interns are offered full-time positions after their internship. 


A recent study found that75.5%  of paid interns who accepted a job offer at the same employer were still employed there one year later, compared to only51.5%  of employees who did not participate in an internship. 


Not ready to hire? Keep standout interns in your Columbus talent solutions pipeline — and maintain relationships for future needs.


Interns Today,

Leaders Tomorrow

Interns Today,  Leaders Tomorrow 

Internship programs have become a vital part of building strong, future-ready teams. When thoughtfully designed and intentionally managed, they don’t just support early- career talent—they help businesses cultivate innovation, loyalty, and long-term growth. 


At Dawson, we believe internships should be more than a seasonal solution. Through our Community Workforce Programs, we work closely with schools, nonprofits, and local partners to connect young professionals to meaningful career opportunities—and to help companies like yours tap into the next generation of talent with purpose and intention.


As a leading Columbus talent solutions provider, Dawson can help your company unlock the potential of early-career talent — while supporting your team and your community.

Ready to Build a Better Internship Program?

Whether you're just starting or scaling an existing initiative, Dawson is here to help. As a trusted Columbus staffing agency, our Employment Experts are ready to work with you to build internship programs that support your business goals and future hiring needs.



Reach out to our team of Employment Experts today to learn more about how Dawson can help you improve your internship program!

Welcome to Dawson!

Allow us to introduce ourselves. We’re Dawson, a workforce solutions company offering job placements, HR Management Solutions, and Community Workforce Programs. 
We’ve been putting people to work for over 75 years, and we’re thrilled to work with you.

For Job Seekers:

We have countless open positions in Central Ohio
and beyond.
Let's see if we have that job
you want!

For Employers:

Building, hiring,
and managing
the best talent since 1946. 
It’s what we do best. 

Welcome to Dawson!

Allow us to introduce ourselves. We’re Dawson, a workforce solutions company offering job placements, HR Management Solutions, and Community Workforce Programs. 
We’ve been putting people to work for over 75 years, and we’re thrilled to work with you.

For Job Seekers:

We have countless open positions in Central Ohio and beyond.
Let's see if we have that job you want!

For Employers:

Building, hiring, and managing the best talent since 1946. 
It’s what we do best.