The internship is over, the student has delivered above expectations and the entire team wants to keep them. The question is: how do you go from a LIA or APL collaboration to a real employment without losing momentum?
Going from intern to employee is a structured recruitment process where the company evaluates the intern against the role's requirements, has a transparent dialogue and signs an employment contract well before the internship ends. The internship can be used as an evaluation period, but the employment itself must follow Swedish labour law and collective agreements.
Why internship is a strong recruitment channel#
The internship gives both parties information that traditional interviews never can:
- You see how the person actually works day to day.
- The intern gets to know the team, culture and product.
- Onboarding is partly already done.
- The risk of a bad hire decreases.
To read more about why internships work as a recruitment channel, see our article on why companies should host interns.
Step 1: Evaluate during the internship#
The hiring decision should never come as a surprise – neither for you nor for the intern. Build clear check-ins from the start:
- Weekly or biweekly check-ins.
- Mid-term evaluation where expectations are aligned.
- Clear learning objectives and concrete goals for the internship period.
Note achievements, but also areas for growth. An intern should not be assessed like a senior, but as an apprentice candidate who is meant to grow.
Step 2: Discuss possible employment early#
Don't wait until the last week. Bring up the question when about 60–70 percent of the period remains.
Suggest a conversation with a few clear points:
- What has gone well during the internship?
- What kind of role would suit us?
- What are the person's own plans after their education?
- What is the expected salary level for the role?
It is okay to say "we don't know yet". It is not okay to pretend the question does not exist.
Step 3: Define the role and requirement profile#
To avoid getting stuck in "we like you, do something here", you should define the role as if you were recruiting without knowing the person:
- Title
- Responsibilities
- Competence requirements
- Expected development in the first 6–12 months
- Salary range according to collective agreement
- Possible probationary employment
This allows the intern to make a well-grounded decision – and you to maintain a fair process toward other candidates.
Step 4: Type of employment#
Common forms when an intern is to be hired:
| Type of employment | When it fits | Things to consider |
|---|---|---|
| Probationary employment (max 6 months) | New role with some uncertainty | Must be actively terminated to avoid converting into permanent |
| Permanent employment | When you are sure of the match | Most secure for both parties |
| Fixed-term (general fixed-term) | Specific project or season | Follow rules on cumulative employment time |
| Apprenticeship or trainee program | Larger companies with structure | Requires structure and follow-up |
Always check with the collective agreement and any HR function. The internship itself does not count as employment, so probationary employment is still allowed even if the person worked with you as an intern.
Step 5: Salary and benefits#
The internship is unpaid. The employment is not. Common questions to answer:
- What is the entry salary for the role according to the collective agreement?
- How does the salary develop during the first year?
- Do we offer occupational pension, insurance and wellness benefits?
- How does vacation and parental leave work?
If you offer a salary below market because the person is new, be transparent about how the salary will develop.
Step 6: Offer and contract#
Send the offer in writing. It should at minimum contain:
- Type of employment and start date
- Role, responsibilities and location
- Salary, benefits and any bonus model
- Working hours and collective agreement
- Final response date
Give the person a reasonable time to respond, ideally 5–10 working days. Stressed decisions rarely turn out well for either party.
Step 7: Smooth transition to employment#
When the person has accepted:
- Confirm with the school that the internship is properly concluded and graded.
- Plan a short "new role onboarding", even if the person already knows the systems.
- Set goals for the first 30, 60 and 90 days.
- Tell the team and customers that the person is staying in a new role.
It signals to the entire organisation that you take both internships and recruitment seriously.
What you must not do#
- Use the internship as a way to get free labour without educational value.
- Promise employment to attract interns without intending to evaluate.
- Skip the program's learning objectives.
- Pressure the intern to accept before the internship is finished.
- Offer unreasonably low conditions and refer to "we gave you a chance".
The internship has value of its own. Employment is something you build on top of it.
How Prakto can help#
For companies hosting several interns per year, it becomes easier to gather evaluations, agreements and communication in one place using a digital internship platform like Prakto. When it's time to make a hiring decision you already have a structured view of performance and development.
Frequently asked questions about hiring an intern#
Can the internship be counted as probationary employment?#
No. An internship is part of an education, not an employment. You can therefore offer probationary employment of up to six months when the internship ends, even if the intern was already with you.
Do we have to advertise the position externally?#
For private companies there is no general requirement. Public employers, however, are subject to rules on transparent recruitment and may need to advertise.
What happens to the internship if we hire mid-period?#
Never agree to end the internship early without consulting the school. The internship usually needs to be completed according to the program plan, even if employment is on the way after.
What salary is reasonable for an intern who becomes employed?#
Use the collective agreement's entry salary for the role and adjust based on the person's competence and responsibilities. The internship should not lower the entry salary.
Can we sign a contract before the internship is finished?#
Yes, it is common. The contract can have a start date after the internship ends and can be conditional on the student's graduation.
Conclusion#
The internship is one of the best recruitment channels you have, but only if you treat it as a real recruitment process. Clear check-ins, honest dialogue, a transparent offer and a fair contract turn the intern into a confident colleague – not just a familiar face who happened to get the job.
