Interns can be one of the greatest untapped assets in the accounting profession. They bring fresh energy, new perspectives and a willingness to take on tasks that more experienced team members may no longer wish to perform. But turning a good internship into a great one — both for the intern and the firm — takes thoughtful planning and consistent engagement.

Over the years, I’ve seen both the good and the not-so-great when it comes to welcoming interns into the field. Whether you’re preparing for fall interns or already looking ahead to tax season, here are 10 field-tested strategies for successfully onboarding and engaging your interns.

1. Create a solid pre-boarding process. We’ve all had (or been!) that intern who shows up on day one, unsure where to park, what to wear or even what they’ll be doing. A simple welcome email with logistical basics and a quick overview of what they can expect during the first day or so can go a long way to reduce those first-day jitters. Consider sending out an informal welcome packet that can include things like an organizational chart, some team bios and even a light-hearted FAQ to give the new interns a sense of who the firm and team members are beyond the spreadsheets. This helps them walk through the door with confidence and sets the tone for the experience to come.
2. Make orientation meaningful. Orientation shouldn’t just be about filling out forms and finding the nearest coffee machine (though I would argue this is very important!). This is your chance to introduce interns to the firm’s culture, values and how they can fit into all of it. It’s your opportunity to introduce interns to the why behind the work and help them build pride, engagement and a stronger sense of connection from the start.
3. Assign them a mentor. One of the most impactful moves you can make is assigning each intern a mentor. This should be someone who isn’t their supervisor, but who can help them navigate everything from client etiquette to where to find the office supplies. These mentor relationships can often turn out to be the most meaningful part of the internship — a simple investment that can pay long-term dividends!
4. Set expectations early. Like any client engagement, a successful internship begins with clear expectations from their supervisor. Sit down with your intern during week one to go over what success in their position would look like. Give them more details on what projects or clients they will be working on, discuss how their performance will be evaluated and how they will receive feedback. Having these conversations early helps reduce confusion and builds trust, while giving a clear sense of purpose.
5. Give them real work. It can be tempting to save all the “grunt” work for your interns, but how rewarding would it be to give them a real, substantial project or task? I’ve noticed how interns are so much more engaged when they are given an important piece of the project. I’ve always been a big proponent of allowing interns to assist with client requests and shadow meetings or discussions with them as well. It is important to note that balance is key here; you want to challenge them but not overwhelm them.
6. Check in frequently. Make sure to keep interns on track and keep the door open for honest conversations. Open communication is recommended.
7. Help them feel like part of the team. Culture matters, and interns can only absorb it if they feel like they belong. Help them integrate into firm life by making the effort to connect — and include them in team lunches or birthday celebrations, encourage informal conversations and acknowledge milestones and achievements. Little moments of appreciation add up, and interns are more likely to stay engaged and return in the future.
8. Prioritize ongoing feedback. Giving consistent, constructive feedback is essential to an intern’s growth. Interns need feedback throughout their program to help them improve and to show that you care about their development.
9. Ask for their input. It’s important to ask them what are you are doing well as a firm and what you could be doing better. Interns often notice things others overlook, and listening to their perspectives can spark innovation and process improvements across the firm.
10. Celebrate their contributions. At the end of the internship, take time to acknowledge what your interns have accomplished by recognizing their contributions. Consider personalized notes and open discussions about future opportunities. Even if they don’t return to your firm immediately, they leave as ambassadors of the accounting profession and of your firm.

Onboarding and engaging interns is key to building the future of our profession. By investing the time and energy into mentoring young talent, we all benefit. By building thoughtful, structured and human-centered internship experiences, we help shape tomorrow’s accounting leaders and strengthen our firms in the process.