What is a micro-internship?

As the name suggests, a micro-internship is a mini internship. It’s a short assignment, usually just a few weeks, and is project-based. You hire an intern to complete a focused project with well-defined expectations and duties. A micro-internship is almost always paid, although the rates vary. Many micro-internships are completed virtually, but you can also offer on-site mini-internships.

Micro-internships vs. traditional internships

Micro-internships are much shorter than traditional internships, which typically last a full semester. The micro version usually only lasts 1 to 4 weeks and amounts anywhere from 10 to 35 hours of work total. Companies typically offer them throughout the year, whereas traditional experiences usually fall within the school semester schedule.

Traditional assignments might incorporate more learning and mentorship. Interns might work with different employees or in different departments. They’ll likely work on several projects over the course of the semester rather than completing just one project.

Pros of micro-internships

How can these shorter internships benefit your company? Here are some reasons you might consider them:

• Project completion: Using micro-internships, you can cross smaller projects off your to-do list. This approach works well if you don’t have the staffing to complete stand-alone projects, but you still need them to get done. It can fill in the gaps when you’re not quite ready to hire another employee.
• Fast turnaround: With the fast pace of these internships, projects get completed quickly, which can keep your company’s productivity high.
• Recruiting potential: You get a steady stream of college students working for your company, which could work as a recruiting tool. Your micro-interns get a glimpse of what it’s like to work for you. Making a good impression could give you an influx of applicants for your talent pool.
• Test run for prospective employees: Seeing the work performance of interns helps you decide if you want to pursue them for full-time positions. You can evaluate their skills and see how well they work with your team.
• Low commitment: Since this type of internship is project-based, you’re not responsible for mentoring an intern for a long time. If an intern isn’t a good fit for your company, they’ll only be working for you for a short time, so you can move on quickly.
• Diversity: Shorter-term assignments are often more flexible, which could allow more students to take advantage of them. When you handle your micro-internships virtually, that expands opportunities even more. This might give a more diverse selection of interns.
• Ease into internships: Shorter-term opportunities can help you ease into having interns if you’re not quite ready for a full-semester commitment. You can get a feel for how internships work and decide if you want to expand your options.

Cons of micro-internships

You might notice some negatives to offering micro-internships. Explore these cons to help avoid them or prepare for them:

• Lack of relationships: Since internships are so short, you don’t have time to build strong relationships with the program participants.
• Constant reteaching: When you have a regular intern, you have a full semester with them to train them and reap the benefits of that training. With micro-internships, you have to train new interns every few weeks.
• Added costs: While micro-internships can help fill in when you need help, they also add to your operating expenses since they’re typically paid.

How to set up micro-internships

Ready to start a micro-internship program? These steps can help you get started.

1. Identify projects that will work well. Short projects that won’t take longer than 35 to 40 hours might be a good fit. Choosing a project that repeats regularly lets you offer a steady stream of micro-internship opportunities. You can also identify several different projects to offer varied opportunities.
2. Create a job description for the opportunity. Highlight the skills needed and responsibilities of the job. Internships usually have relatively minimal requirements since they’re learning opportunities, but you also need the work to be completed correctly. Since these internships are short, you need someone who can jump in quickly.
3. Establish application and interview processes. Create intern interview questions so you’re prepared to conduct interviews.
4. Set the pay. To attract skilled interns, set a fair wage for the work. Consider what you might pay a freelance worker to do the tasks, and research a fair rate for your area and the workload.
5. Prepare the project. Have the directions and materials ready before the intern starts. Prepare any resources they might need to be successful. Include training materials if necessary, and set up accounts in your systems if the intern will need them.
6. Promote your internship. You can post your micro-internships wherever you post your regular openings. Partnering with local colleges can also help you find more students looking for internship opportunities.

Best practices for micro-internships

While companies often think of their own benefits when starting internship programs, you’ll likely see more success when you also ensure value for your interns. Using these best practices can make the experience positive for everyone:

• Offer meaningful work: Your interns will feel valued and get more out of the experience when you give them meaningful projects. The work should let them apply what they’ve learned in school or gain new skills.
• Make sure it supports your goals: You also need to get something out of the arrangement. When choosing projects, consider the tasks that will help your organization grow, support your employees or boost company productivity. For instance, a project based on lead generation supplies your sales team with leads that they don’t have to source themselves.
• Communicate well with interns: Your time with your interns is short, so effective communication helps make it more productive. Start communicating well from the beginning to create a positive experience for participants. Express your expectations and be responsive when interns have questions about their duties.
• Make them feel welcome: College students often don’t have a lot of work experience, so they might not know what to expect. Even though they’ll only be with you for a short time, make an effort to welcome them and make them feel like a part of the team.
• Lead them into your talent pool: When you find interns who perform well and could add to your staff, encourage them to join your talent pool. They might not be ready for a full-time position yet, but keeping in touch with them keeps your company on their mind when they’re ready to apply.

FAQs about micro-internships

Are there different types of internships?

There are several different types of internships based on the details. You can choose longer standard internships or shorter micro-internships. Some internships are paid, while others are unpaid. Still others offer a stipend instead of traditional pay. You can also have virtual versus in-person internships.

What is a virtual micro-internship?

Virtual micro-internships follow the same format as in-person micro-internships with a short-term and project-based approach. The intern completes all work virtually. This fits well if you’re already a remote company, and it lets you attract a wider range of internships since they can be located in different areas.

What are the benefits of micro-internships for students?

Micro-internships are an effective way for college students to gain experience before they graduate. It can help bulk up their resumes to make them stronger candidates when they apply for full-time jobs. These short internships fit easily into a busy schedule without a long commitment. Students can also use it to test out different types of jobs and find companies they love while networking in the industry.