How Nonprofits Can Attract the Best Interns

1. Craft a Compelling Internship Program

It all begins with creating an internship program that stands out. The days of “coffee-fetching” interns are over—today’s candidates are looking for meaningful work that aligns with their goals and values.

Here's how to ensure your program is compelling:

• Define Clear Responsibilities: Clearly outline the intern’s role, expected tasks, and learning objectives.
• Offer Real-World Impact: Highlight how the role contributes directly to your nonprofit’s mission. Show interns they’re not just filling in gaps—they’re making a difference.
• Create Learning Opportunities: Include professional development elements, such as training sessions, mentorships with senior staff, or project ownership, that make the internship valuable to them.

2. Address the “Should I Pay a Nonprofit Intern?” Question

The elephant in the room is compensation. While most nonprofits face budgetary constraints, it’s worth noting the strong correlation between paid internships and intern quality.

Why paying interns matters:

• Paid internships tend to attract a more diverse pool of candidates, ensuring you’re not limiting your recruitment to individuals who are financially able to work for free.
• Payment demonstrates that you value their time and contributions, often leading to more motivated and engaged interns.
• Interns who are compensated are more likely to view the experience as a stepping stone toward long-term collaboration with your organization.

If paying your interns isn’t feasible, consider alternative forms of compensation, such as:

• Covering travel expenses, offering free meals, or stipends for housing.
• Providing academic credit, which is hugely valuable to students.
• Hosting networking events with industry professionals, giving interns career-boosting connections.

3. Highlight Your Mission (Loudly!)

Interns interested in nonprofits are typically mission-driven. Use this to your advantage by emphasizing your mission at every stage of recruitment and onboarding.

Practical tips:

• Ensure your job listing begins with a strong statement about your mission and values. Explain the specific cause you’re working to address and why it matters.
• Share real stories of impact that your nonprofit has achieved—whether it’s through social media, newsletters, or recruitment collateral.
• During interviews, ask candidates what drew them to your nonprofit. This creates a connection and conveys that you prioritize mission alignment.

4. Use Targeted Recruitment Platforms

To find the most qualified interns, it’s crucial to meet them where they are. Posting a job to generic boards like Craigslist won't cut it—you need to be more strategic.

Where to promote your internships:

• University career centers and job boards
• Niche platforms like Chegg Internships or Idealist (specifically tailored for nonprofit roles)
• Your nonprofit’s social media accounts (Instagram Stories and LinkedIn posts work particularly well)
• Personal outreach—ask your network and staff to share the listing with students and contacts.

5. Build a Sense of Community

Top-tier candidates want to join an organization that fosters a collaborative and engaging work environment. For nonprofits, this sense of camaraderie can be a particularly strong selling point.

Ways to foster community:

• Create a welcoming and inclusive onboarding process, introducing interns to the team and giving them a sense of ownership from day one.
• Pair interns with mentors within your organization, providing guidance through their development.
• Celebrate small wins—whether it’s through team lunches, acknowledgment during meetings, or even sharing intern achievements on social media.

How to Compete With For-Profit Companies

The nonprofit landscape is inherently different from the corporate world, but that doesn’t mean you can’t compete for top talent. Here are a few strategies to stay competitive:

• Offer Flexibility: Many for-profit internships require rigid 9-to-5 schedules. Nonprofits can appeal to students by offering remote opportunities or flexible hours.
• Market Your Impact: For many mission-driven interns, the ability to contribute to meaningful change outweighs a higher paycheck. Don’t just market the role—market the difference they’ll be making.
• Develop Lasting Relationships: Remain in touch with your interns post-internship. Send them newsletters, invite them to events, and genuinely celebrate their future successes. When word spreads that you foster lasting connections, you’ll build your reputation as an “in-demand” nonprofit to intern with.

Make an Impact, Together

The quality of your interns can directly influence the impact your nonprofit is capable of making—so it’s essential to invest time and energy into attracting the right candidates. By implementing the strategies above and continuously improving your internship program, your nonprofit can win over even the most qualified and motivated individuals.

Do what your budget allows—but always strive to show that you value their time, effort, and passion.Remember, every nonprofit is different, and there’s no one-size-fits-all formula. It’s okay to experiment, iterate, and find what works best for your organization. And if you’re still debating, should I pay a nonprofit intern? Contact SD Mayer & Associates for expert advice on managing internships, boosting recruitment strategies, and expanding your nonprofit’s potential.