What is an internship?
An internship is a short-term opportunity that allows an interested student, recent graduate or early-career professional to gain real-world experience in a professional setting. Internships may be paid or unpaid, depending on the arrangement and legal context.
In Australia, unpaid internships are often part of a vocational placement required by a recognised education provider, such as a university or TAFE. Paid internships, on the other hand, are treated as formal employment and must comply with national employment laws.
Most internships last between three and twelve weeks and may be part-time or full-time, depending on the needs of both the intern and the host company, and on what is mutually agreed.
Why offer internships?
Internships not only have significant benefits for students and early-career workers, but they can also offer many advantages to employers. Some of the most common benefits of hiring interns include:
1. Extra support and new perspectives
Interns can help teams stay on top of projects, manage day-to-day operations and trial new ideas. Bringing fresh energy into the workplace can also boost morale and encourage knowledge-sharing between generations of workers.
2. Early access to emerging talent
Internships offer an opportunity to assess the skills, potential and cultural fit of early-career professionals in a real-world context, providing a deeper understanding of their capabilities. Businesses that provide engaging internship experiences often find it easier to recruit interns into ongoing roles.
3. Greater visibility and employer branding
Offering internships can increase your organisation’s visibility among students, education providers and early-career professionals while also bringing fresh perspectives. Interns who have a positive experience are likely to share that with peers, which will boost your brand and expand your reach without additional advertising costs.
4. Skills development for existing staff
Supervising interns can help develop leadership, mentoring and communication skills among your current employees. It is also an opportunity to build a culture of inclusion and continuous learning in your organisation.
5. Contribution to workforce development
By offering internships, your company plays an active role in preparing the next generation of workers. Hosting international interns, in particular, can also help foster diversity, contribute to a more globally minded workplace and create professional connections.
Planning your internship program
A successful internship requires thoughtful planning and knowing how to hire interns effectively. Begin by identifying your business needs and checking if there are any projects an intern could support or skill gaps they could help fill. Consider whether you want to test new workflows, build a future talent pipeline or offer a meaningful practical experience to early-career professionals.
Once your goals are clear, define the internship structure. Outline the tasks the intern will complete and the learning outcomes you hope to provide. Set clear expectations around duration, weekly hours, responsibilities and available support. Decide whether the role will be paid or unpaid. Unpaid internships are subject to the vocational placement provisions of the Fair Work Act 2009. In either case, it’s a good idea to have a written agreement to confirm the schedule, responsibilities and supervision arrangements.
Finally, plan how you will support the intern on a day-to-day basis. Will they have a dedicated supervisor or a mentor, for example? Providing structure and a clear point of contact helps your intern feel welcome, supported and confident in their role.
Legal requirements for internships in Australia
Internships in Australia must comply with the Fair Work Act 2009. The fair work Ombudsman provides advice on distinguishing between unpaid vocational placements and paid internships by determining whether an employment relationship exists. People who are determined to be employees are entitled to the minimum employment conditions of the National Employment Standards (NES). Paid interns in Australia earn $58,108 per year on average.
Unpaid internships are only lawful in limited circumstances under the Act, as formal vocational placements required as part of an accredited course at a university, TAFE or other registered training organisation. The primary purpose of the placement is education, with the intern (not the business) gaining the main benefit.
It is important to get this right because if an intern is unpaid but performing work that contributes to your business, Fair Work may consider them an employee. Businesses found to have misclassified interns can face penalties, including back pay and fines. When in doubt, consult the Fair Work Ombudsman or seek legal advice to make sure your program is compliant and fair.
Recruiting interns
Attracting the right interns begins with clear communication and a structured recruitment process to identify the best candidates. Good internship programs provide clarity about the role, the ideal candidate and what the intern will gain from the experience.
One effective way to find qualified interns is through education providers. Universities, TAFEs and training organisations often have job boards, career services or placement officers where you can advertise. Building relationships with these institutions also helps you understand placement schedules and student requirements.
It is also valuable to list internships on platforms like Indeed, where students and early-career professionals search for opportunities. Be specific and include the internship type, location, dates and whether supervision or mentoring is provided. For example, the Indeed portal has different sections for different types of internships, such as:
You can also post your vacancy and specify the industry in which you are offering a place, e.g. media internships, or the location, e.g. Sydney internships.
Leverage your existing network as well, especially if you are a small business. Ask employees if they know any students who may be suitable internship candidates. Previous interns may also be able to provide referrals. In addition, some employers attend open days or student events to meet potential interns in person.
When interviewing, tailor your process to the role. Interns should follow a hiring process similar to the rest of your employees, despite their lack of work experience. Interns may also have little experience with the interview process, so you need to assess their potential. While an internship is temporary, the right person may grow into a long-term employee. So, taking time to choose well benefits both your business and the intern and ensures they are a good fit for the team.
Onboarding and training
A structured onboarding and training process is essential for helping interns settle in, feel welcome and begin contributing to your team. Interns often arrive with limited workplace experience, so even small efforts to provide context and support can make a big difference.
Start with an orientation that gives interns an overview of your business. This could include a short welcome session, a tour of the workplace and an introduction to your organisation’s mission, values and company culture. You might also walk them through essential policies and procedures, such as workplace health and safety, reporting lines and your expectations around communication and time management.
Set them up with everything they need to start working, such as logins, access to relevant systems and any equipment they will use. Where possible, provide a task list or a project brief outlining what they will be working on.
Training should be tailored to the intern’s background and the nature of the role. For example, a marketing intern may need a crash course in your social media style guide, while a software development intern might need access to your repositories or documentation. Schedule regular check-ins to track progress and make sure they feel supported. What’s more, pairing each intern with a more experienced staff member through a buddy system can provide a point of contact for questions and help them build confidence early on.
Creating a positive experience
The best internship experiences are those where the intern feels like a valued contributor. Giving them meaningful work without overwhelming them with too many tasks, and providing support and feedback helps them learn and reflects positively on your business.
Try to involve interns in real projects that allow them to use and grow their skills. Even if tasks are small, ensure that they are purposeful and contribute to a greater goal. Invite interns to relevant team meetings and encourage them to ask questions or share ideas. This kind of involvement gives them insight into how your team works and shows that their input is welcome.
Feedback is another key part of the experience. Provide regular check-ins where you can review progress, answer questions and give constructive input. Recognising achievements, from meeting a deadline to contributing a good idea or improving a skill, can contribute greatly to building motivation and confidence.
A little flexibility also goes a long way. Many interns are juggling university schedules or part-time work, so being flexible with hours (where possible) can help make the placement more accessible. Ultimately, the way you treat your interns influences how they view your company and talk about their experience afterwards. A respectful, inclusive and well-supported placement will not only help them grow but may also create advocates for your brand.
Common pitfalls to avoid
Even with the best intentions, internship programs can go off track if planning is rushed or unclear. One of the most common issues is a lack of structure. If interns arrive without a clear sense of their responsibilities, they may end up unproductive, doing irrelevant tasks or unsure of how to contribute. Conversely, giving them too much responsibility too soon, especially without proper guidance, can lead to mistakes and unnecessary stress. Another risk is failing to provide a learning experience. If interns are only ever making coffee or entering data, they are unlikely to get much out of the placement, and you are unlikely to benefit from their full potential.
Also be mindful of the legal distinction between paid and unpaid internships. Misclassifying an employee as an unpaid intern can carry legal and reputational risks. Likewise, failing to check student placement eligibility or visa status could result in compliance issues. Poor supervision can undermine the experience as well. Interns need someone they can go to with questions or concerns, especially early in the placement. Without a designated point of contact, they may feel unsupported or unsure how to navigate the workplace.
International interns and visas
If you are considering international interns, take care to ensure that their visa allows for the type of internship you are offering. The Training visa (subclass 407) is commonly used for structured workplace training. Working Holiday visas (subclass 417 and 462) may also be suitable for internships of limited duration, provided the placement meets certain conditions.
Visa requirements are subject to change, so always consult the Department of Home Affairs website before making a formal offer. You may also need to check whether the intern’s home university has specific guidelines for international placements.
Background checks
Although internships are short-term, it is still important to carry out appropriate background checks, especially for roles involving sensitive information or vulnerable people. Depending on the nature of the work, this might include police checks, reference checks or working with children checks. The level of screening needs to match the level of responsibility the intern will have. Skipping this step to save time or money can backfire if issues arise later, so it is best to approach intern vetting with the same diligence as for permanent staff.
Measuring success
To ensure that your internship program is delivering value, it is helpful to measure its impact and gather further information. Intern feedback is one of the most direct and useful tools to do this. Consider conducting a short survey at the end of each placement to understand what worked well and where there is room for improvement. Also collect feedback from managers and team members who worked with the intern. Did they contribute meaningfully? Were they easy to train? Did they show potential as a future hire?
You might also track practical outcomes, such as whether interns are offered jobs, how many return for a second placement, or how their contributions supported your projects or goals. Over time, this data can help you refine your program, secure buy-in from leadership and make more strategic hiring decisions.
