In Finland, internships are a compulsory component of the majority of Universities of Applied Sciences (UAS) degrees, forming a central bridge between academic study and professional practice. Because of this bridging role, the quality and accessibility of internships directly shape young people’s readiness for work — and, ultimately, their opportunities after graduation.
While higher education provides theoretical foundations, well-designed internships remain one of the strongest predictors of long-term employability. Yet many students, particularly those with limited networks, diverse linguistic backgrounds or other structural disadvantages, struggle to access or fully benefit from an internship fitted for their studies.
Improving internships requires more than policy adjustments. It demands workplaces that understand their educational role, welcome interns as developing professionals, and recognise the long-term value of supporting youth transitions into working life. Even small improvements can generate system-level impact.
The following recommendations draw on practice-based insights from Finnish higher education, based on a Bachelor thesis titled: ” Supporting an international sociology student’s internship: a guide to workplaces” (Rautio & Laitinen-Lindelöf, 2025). Although developed in a national context, these recommendations offer scalable, low-cost solutions for employers, policymakers and education providers across Europe.
From Internships to Post-Graduation Employment
Internships influence far more than the success of a single study module, they play a decisive role in shaping young people’s employability after graduation. Students frequently describe internships as the moment when theory becomes practice, confidence grows, and professional identity begins to take shape.
As one intern explained:
“After my internship, I finally understood how things work in real practice and it made me much more confident about finding a job.”
This pattern is widely recognised:
- National data (e.g., Harjoittelubarometri 2019) indicates that internships serve as direct recruitment channels for approximately 19% of students
- Internships often lead to thesis topics or extended projects
- Networks formed during internships become essential early-career bridges
In this sense, internships are not simply a curricular requirement.
They are a foundational mechanism for smoother graduation-to-employment transitions, especially in a post-COVID labour market where entry-level opportunities are more competitive.
1. Strengthen Workplace Onboarding
The first days of an internship shape confidence and learning. Clear, structured onboarding helps interns understand expectations and start contributing meaningfully.
Effective practices include:
- Clarifying roles, responsibilities and support persons
- Outlining routines, safety practices and communication channels
- Providing practical information (workspace, schedules, system access)
- Explaining the peculiarities of the working culture (e.g. dress code, ways of addressing colleagues and superiors)
When onboarding is predictable and transparent, interns adapt faster and supervisors’ workload decreases.
2. Make Communication Accessible and Consistent
Communication is one of the most common challenges interns face — whether due to professional terminology, fast-paced information flow or implicit expectations.
One intern shared:
“Sometimes I didn’t understand the professional words they used, but I didn’t want to interrupt.”
Communication-aware workplaces:
- Use clear, jargon-free language when possible
- Share agendas in advance and summaries afterward
- Offer visual instructions or checklists for complex tasks
- Agree early on how feedback will be given
- Encourage questions and normalise clarification
These practices support learning and inclusion for all interns.
3. Provide Structured and Timely Feedback
Feedback is essential for growth, yet it is often reported to be provided irregularly or in overly vague forms.
One intern shared:
“Many of my fellow students were really afraid that if they make a mistake, they would be sidelined or not given any practical work anymore.”
Recommended approaches:
- Schedule short weekly or bi-weekly feedback discussions
- Link feedback to concrete observations
- Balance strengths and development needs
- Allow time for questions and reflection
Structured feedback supports both competence development and a sense of professional agency.
4. Support Workplace Supervisors with Tools and Collaboration
Internship quality also depends heavily on the workplace supervisors, who guide interns in their daily tasks. They may feel short on time or unsure how to structure guidance in practise, especially when supporting interns with diverse linguistic or cultural backgrounds.
Strengthening supervision can include:
- Providing workplace-created practical checklists for the intern’s onboarding and daily tasks
- Ensuring higher education institutions communicate clear expectations
- Offering access to consultation when challenges arise
- Encouraging joint reflection between supervisor and intern
Supported supervisors create stronger learning environments and smoother transitions.
5. Clarify Workplace Expectations and Rights
Interns often struggle to navigate contracts, working hours, compensation, confidentiality and safety procedures.
Employers can help by:
- Explaining terms and conditions clearly and early
- Ensuring documentation is easy to understand
- Outlining workplace rules and reporting lines
- Clarifying who to contact for specific issues
Transparency empowers interns and reduces unnecessary uncertainty.
6. Encourage Participation and Belonging
A sense of inclusion is central to internship success.
As one intern described:
“Small things — like being asked to join a meeting — made me feel part of the team.”
Workplaces can strengthen belonging by:
- Involving interns in team meetings and informal gatherings
- Assigning meaningful tasks beyond observation
- Acknowledging contributions
- Cultivating a respectful, supportive culture
Even small gestures have significant impact on motivation and confidence.
7. Build Cooperation Between Education Providers and Employers
Fragmented communication between institutions and workplaces leads to mismatched expectations.
Effective cooperation requires:
- Shared understanding of learning goals
- Clear contact points on both sides
- Co-creation of internship structures
- Regular evaluation of what is working
Stronger cooperation across the ecosystem makes the transition from education to work more predictable for interns.
8. Recognise That Employability Is Co-Created
Employability is not an individual trait. It is shaped by environments, relationships and structures.
Interns thrive when:
- Workplaces are communicatively accessible
- Supervisors are supported
- Expectations are clear
- Early experiences are meaningful
Successful internships, and smooth youth transitions, emerge from shared responsibility across students, workplaces, educators and policymakers.
Photo by Redd Francisco on Unsplash